{"id":49710,"date":"2023-10-25T17:10:07","date_gmt":"2023-10-25T17:10:07","guid":{"rendered":"https:\/\/staging.totara.fortyapp.com\/articles\/how-to-drive-adoption-of-your-new-platform\/"},"modified":"2024-08-27T18:12:13","modified_gmt":"2024-08-27T18:12:13","slug":"how-to-drive-adoption-of-your-new-platform","status":"publish","type":"article","link":"https:\/\/staging.totara.fortyapp.com\/us\/articles\/how-to-drive-adoption-of-your-new-platform\/","title":{"rendered":"How to drive adoption of your new platform"},"content":{"rendered":"\n
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A few tips for how HR leaders can drive user adoption of newly implemented learning, performance, and talent experience solutions<\/a><\/p>\n

The implementation of new systems, tools, and platforms rarely happens overnight. Even so, to make any organizational change happen, especially culture-oriented ones, you need buy-in from senior leadership and, more importantly, their willingness to make a sustained investment in it.<\/p>\n

There are a lot of reasons why you, as an HR leader, might put a stake in the ground and say it\u2019s time to implement a new talent management system. Your current systems might be outdated, inefficient, or overly manual. Or your business may be growing at an exponential pace, so much so that your existing processes can\u2019t scale up to meet the needs of your business\u2019s newfound growth demand curve. Or perhaps you need a better way to measure and prove the ROI of your efforts. Whatever your reasons may be\u2014and our guess is that it\u2019s a combination of everything mentioned above and more\u2014you are ready to stop wasting as much as 200 hours per year on tasks that could ordinarily be automated, simplified, and, generally speaking, much better for your organization as a whole.<\/p>\n

Now, you\u2019ve overcome this initial hurdle and can officially pat yourself on the back for being the proud owner of a new talent management system that will save you\u2014and your entire organization\u2014a lot of pain and suffering. There is one hitch, however: your love and enthusiasm for this new system is likely not shared by all. In fact, for many, this might even be perceived as yet \u201canother new thing\u201d to learn and get used to. (And we all know how people love change\u2026)<\/p>\n

The truth is, yes, you\u2019ve just moved what might have felt like a mountain, but implementing your new talent management system was just the hill. The mountain you have to move is actually getting everyone around you to adopt this new system with open arms. And trust us, we know that talent management user adoption is no easy task\u2014but that\u2019s why we\u2019re here to help. Here are a few tips that can help ensure the successful launch and widespread adoption<\/a> of your amazing, new talent management solutions.<\/p>\n

Communicate constantly<\/h3>\n

As the headline of the article clearly states: \u201cIf you build it, they won\u2019t necessarily come.\u201d No truer words have ever been spoken. If you and the senior leadership team are the only people in-the-know about your newly implemented talent management system, you\u2019ll be hard-pressed to drive any ROI out of it. So, don\u2019t forget to tell people about it\u2014over and over and over again. The more you talk about it, the more everyone across the organization will know it exists, and the more likely you\u2019ll get them onboard to take it for a spin.<\/p>\n

For starters, treat the launch\u2014including the weeks leading up to it\u2014as a marketing campaign. Send out organization-wide emails alerting people that \u201cit\u2019s coming!\u201d. Set up personalized training programs, for both managers and individual contributors. And keep those communications going well after launch because adopting new systems, processes, and technologies is like riding a bike for the first time: without constant practice, everyone involved will continue to be a bit wobbly.<\/p>\n

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Our learners have also become quickly accustomed to the platform and with minimal assistance find it obvious and intuitive to use.\u00a0<\/em>\n<\/blockquote>\n
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\n Erin Sinclair, Head of Learning and Organisational Development, MedHealth,<\/strong>\n
\n MedHealth\u2019s enrolments increase by 31% after launch of Totara <\/figcaption>\n <\/figure>\n <\/div>\n
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Lead with benefits<\/h3>\n

Yes, yes, we know that a big reason for implementing your new talent management system was to save you a lot of time and energy as well as help your business avoid unnecessary resource waste.\u00a0 But those are the logical, rational benefits you used to get senior leaders to buy into this idea in the first place. Unfortunately, while all true, those will do very little to motivate your team members to hop on the bandwagon. So, as a tried and true pro-tip, in those aforementioned communications above, be sure to shine a bright spotlight on all the reasons why adopting a talent management system will make their (work) lives better and easier. Remember, we are only human, and as humans we are emotional beings by nature\u2014so, if you want to get people excited about using these new tools, help them see the upside for them.<\/p>\n<\/div>\n <\/div>\n

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\u201cWe have worked hard on our learning value proposition and through the relaunch of the OLA we believe learning is now more accessible, more effective, and more flexible for our learners.”<\/em>\n<\/blockquote>\n
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\n Sam Screpis, Head of Learning, Talent Development & Engagement at easyJet,<\/strong>\n
\n EasyJet adopts new way to deliver learning with Totara <\/figcaption>\n <\/figure>\n <\/div>\n
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Engage key stakeholders<\/h3>\n

When it comes to implementing something as big and vital as organization-wide talent management solutions, you can\u2019t be the only person screaming from the mountaintop, encouraging everyone around you to follow your lead (even if you are the most influential person in the world!). No, you need your reinforcements\u2014and those usually come in the form of key stakeholders and influencers within your business, the people who others listen to and trust. And you need to get them onboard before you launch your talent management system, not when you see your talent management user adoption rates growing at a snail\u2019s pace. Simply put: the more voices of support you can get across the organization from the very beginning, the better your chances will be of getting more employees onboard with adopting a talent management system.<\/p>\n

Finetune over time<\/h3>\n

Nothing in life is perfect. Your new talent management system is no exception to this rule. There will be a learning curve, and you likely won\u2019t hit all of your KPI\u2019s right off the bat. (If you do, job well done!) Remember, implementing new systems, technologies, and processes is not \u201cone and done\u201d; your success will ultimately be determined by both how well you drive adoption around it and how you improve those tools and processes over time. It also requires an openness to fail\u2014and then quickly course correct to avoid from hitting the same pitfalls over and over again.<\/p>\n

Therein lies the beauty of this. With your new system in place, you\u2019ll have important data and insights at your fingertips to measure your success against your KPI\u2019s and make important incremental improvements. Remember, investing in a talent experience platform means continuing to nurture it over time and using all the data you now have to prove to senior leadership\u2014your most important stakeholders\u2014that it is, indeed, a worthwhile long-term investment. If you can perpetually remain nimble and forgiving (of yourself, should you hit a few snags along the way), you\u2019ll achieve just that. This is a marathon. You\u2019ll be in it for the long haul, so be sure to stay focused on the end goal and take minor setbacks with stride. After all, Rome wasn\u2019t built in a day; revolutionizing your talent management solutions won\u2019t either!<\/p>\n

So, there you have it: a few super simple ways to get your new talent management system off to a great start. By communicating constantly about it, focusing on its core benefits, engaging stakeholders and influencers to share your message, and embracing a build-as-you-go mentality, you\u2019ll ultimately set yourself up for success as your forge ahead on this brave journey of talent management user adoption. And if you don\u2019t know where to start, we\u2019re here to help.<\/p>\n<\/div>\n <\/div>","protected":false},"template":"","tax\/tags":[814,692],"tax\/solutions":[],"tax\/topics":[731,727,808],"tax\/industries":[],"tax\/article-types":[],"class_list":["post-49710","article","type-article","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/articles\/49710","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/articles"}],"about":[{"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/types\/article"}],"wp:attachment":[{"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/media?parent=49710"}],"wp:term":[{"taxonomy":"tag","embeddable":true,"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/tax\/tags?post=49710"},{"taxonomy":"solution","embeddable":true,"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/tax\/solutions?post=49710"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/tax\/topics?post=49710"},{"taxonomy":"industry-tax","embeddable":true,"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/tax\/industries?post=49710"},{"taxonomy":"article-type","embeddable":true,"href":"https:\/\/staging.totara.fortyapp.com\/us\/wp-json\/wp\/v2\/tax\/article-types?post=49710"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}