Effective Change Management in ERP implementation – what role do People play 

Change is everywhere, whether we like it or not.

Implementing Enterprise resource planning (ERP) projects call for significant operational changes to see success and improvement. Managing these changes at both an organisational and individual level requires a change management strategy that is backed by best-practice tools and methods to mitigate risks and resistance.

GWI is experienced at providing structure and guidance to organisations changing, particularly ERP implementation, ensuring a smooth transition to a more digitally capable future state. Our tools and techniques are tried and tested to deliver outstanding results for our clients, which you can read more about here. We pride ourselves on our people-centred approach to change management, to ensure the effective management of the human-side of digital transformation.

Why a people centred-approach to Change Management for ERP implementation? 

Successful Change Management isn’t about simply installing the solution to a problem, it’s often about changing the way people do their jobs. This is why we put people at the heart of our Change Management approach.  

Organisation-wide improvements are the collective result of individual change, but people need to know why change is needed to adopt and contribute. During the planning phase of ERP implementation, organisations need to communicate, early and frequently, the benefits that come from implementing change to prepare their internal stakeholders. Organisations that fail to effectively consider the people side of change often face costly and time-consuming roadblocks that impede the overall success of the transition.   

At GWI, we use the Prosci Change Management tools and methods to help guide our direction and ensure our clients experience a smooth transition at all levels of operation. The Prosci ADKAR model and the 3-phase change methodology are commonly used in government and commercial contexts and are highly applicable to ERP implementation.  

Organisation wide end-user training is a significant part of a successful Change Management strategy, despite sometimes being a costly and often overlooked element. For ERP implementation, end-user training is particularly important in order to reap the full benefits of the program and reach the digitally transformed desired state. Our experience also suggests that not everyone adopts change and learns at the same pace, which is another important factor to consider during a technological transition.

Reinforcing change is another crucial part of a good Change Management strategy. This involves seeking feedback, and identifying persistent gaps, issues and resistance and taking corrective actions to ensure change is adopted and sustained within the organisation.

High level changes such as ERP implementation don’t happen without some resistance and roadblocks, but implementing a Change Management strategy increases the chance of success. Talk to the experts at GWI about how we can help your organisation on your digital transformation journey.