Ipsos MORI reported that only a measly 24% of private sector employees and 15% of public sector employees believe that change is well-managed in their organizations. It’s time to step up the game.
We take it that you already have a resource planning tool or method in use. Introducing Ganttic to your team could mean introducing change to your company as well. Ipsos MORI reported that only a measly 24% of private sector employees and 15% of public sector employees believe that change is well-managed in their organisations. It’s time to step up the game. It doesn’t take being in a leadership role to know that people generally don’t react well to change. It takes courage and determination to dive into the unknown. We’ve had our fair share of shrugging off the familiarity in hopes of improving our company and we’ve found out that with the right approach, change can be fun and rewarding!
In this blog post, we will share a few methods of introducing Ganttic or change in general to your team. Here are a few ways to help your team adapt to change and stay relevant:
Addressing the fear
Before we start marching up and down the aisle trumpeting change to your fellow colleagues, let’s begin by understanding the fears that people usually have when change is in sight. Common concerns include fear of the unknown, incompetence, loss of control, loss of support, bad experience, bad timing and office politics. By knowing what each individual’s concerns are, you have a better chance of convincing them of the change.
It’s time for a change
Forcing change onto your team will backfire. It is important to explain to everyone involved of the need for change. When each individual is convinced, they will be more willing to embrace it. For example, your company has grown and now needs a more effective and team-friendly platform for resource planning, and so you’re bringing Ganttic into the picture to replace spreadsheets.
We’re all in this together
Many are worried that they will be incompetent or slow at learning something new. Reassure them that when change is implemented, everyone is on the same boat. You will be able to guide and support each other when any issues arise. Or even better, assign more tech-savvy individuals to the members struggling with using the new tool. When someone is good at it and others see it, they are more likely to be convinced that they can do it too.
Taking baby steps
When we say ‘baby steps’, we mean ‘simple but vital steps’. Make the new tool important. If the new tool is only used to manage minor tasks, then people might be avoiding it altogether. Also, it must be introduced in a way that doesn’t complicate work further. Let it demonstrate how it can reduce daily redundancy and improve work quality. Start implementing our user management feature to invite people on the team for them to watch someone work on it.
Plan B - A new approach
Always have a temporary plan B for your team to fall back on if the change didn’t happen as smoothly as planned. This could include signing up for demos, consulting our helpdesk and taking it down a notch by extending the warm-up phase. People can be excited to try new things (think the new iPhone), so try fine-tuning your introduction methods and make it fun instead of stressful.
Ultimately, it’s usually less of a bad change and more of a bad change management. It goes without saying that this includes implementing the fundamental components to making anything work for your team. (Read the Fundamental Guide to Happy Teamwork)
We hope that this post has been of help to get your team onboard Ganttic. We’re always happy to organise a personal demo for your team and guide them through using Ganttic.