The "Myths of Changing Accounting Software" is a four part blog series that looks at common myths when changing accounting and/or ERP systems. Each post will feature a discussion on a specific myth.
Our first post in this series, Myths of Changing Accounting Software: Part 1 discussed the risks associated with using older, outdated software, and outlined the benefits of upgrading or starting fresh.
The second segment, Myths of Changing Accounting Software: Part 2 focused on the importance of a solid plan to migrate from an old system to a new one, and how working with a company that has experience in all sizes of migrations and industries can reduce both the time required, and the stress.
In Myths of Changing Accounting Software: Part 3 we looked at how having old data can bog down a company from working efficiently, and examined how a data conversion to a new software is an opportunity for a company to streamline their data and their processes.
For our final segment in the series, we will be looking at concerns companies have around staff transitioning to a new system, and how focusing on Change Management that involves everyone is the best approach.
Myth 4 - Our Staff Will Not be Able to Adjust
Changing accounting software is a significant undertaking for any organization, and one of the most common objections or roadblocks is concern about staff adapting to a new system and process. Effective change management is crucial to ensure a smooth transition for all staff members.
- Map out what the impact on different roles in the organization would be.
- Review existing procedures with staff member involvement and ensure they are included in any changes.
- Appreciate that not everything needs to change all at once, and prioritize what needs to versus what can wait.
- Keep an open door to any staff member who may want to discuss or have concerns about the upcoming changes and how it affects their role.
- Regularly update all staff on the progress of the software changeover, including key dates and milestones.
- Discuss the goals and benefits of the changes being implemented, in specific ways that relate to their own positions, and concerns.
- Don't overcomplicate things. Focus on how each staff members daily tasks will change, and which ones will stay the same.
- Pay attention to the most critical aspects first, assuring staff that the rest will come with practice and exposure.
- Be prepared to note areas that will need additional modification or process adjustments and come back to them after the initial implementation has passed.
- Training material is often available and specific to tasks
- Targeted training sessions for your company and staff are great ways to hone in on certain processes unique to a company.
- Ensuring staff get time to adjust with the right support will go a long way in helping them feel more comfortable.
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