Implementing Change with Training
We’re ushering in the changing seasons with Change Management all March long! Our own Change Management expert, Megan Cavanaugh, shares her secrets for successful and effective Change Management.
So far, we’ve talked about the steps for making change, as well as how to prepare your workforce. This week, we are covering how to Implement the change through Training Initiatives.
As you know, new technologies are often complicated and may require extensive training. The best course of action is a well-designed training plan that includes both initial training and continued support that keeps employees comfortable and engaged in their work. Ensuring reasonable accommodations are made for those who learn differently or need additional training is also important.
There are a few ways you can help make the process simpler for employees – and ensure the training is done:
Make Training a Job Requirement: In some positions, changes or new technologies are ignored by employees that have been there for an extended period of time in favor of “the old way.” Keep employees up on technology by tying training to job requirements. By doing so, new skills can lead to a promotion or even a pay increase.
(PRO TIP): Providing tangible rewards for completing each training element and using the new technology will motivate your team to engage!
Break Up the Training: Trying to cover a new process or system can be overwhelming, especially when it’s done in one long training session. Create break-out sessions to highlight specific aspects of the technology and roll it out in waves. Some employees may pick it up quickly, while others may need more time; just be sure to be patient.
(PRO TIP): Lunch and Learn sessions are a great way to build connections across a team!
Provide Ongoing Training & Mentoring: It should go without saying that any new hire should receive comprehensive training when they start. For current employees, mentoring should always be available if they are struggling with a task.
(PRO TIP): This strategy encourages collaboration among your teams!
Working with employees to gradually bring in any new technology, as opposed to throwing them in all at once, helps them become more confident in the process and more likely to adapt to change.
Now that we have learned what Change Management is, created the steps, and implemented a training path, you may be wondering… How can change management benefit our organization?
Stay tuned for Part 4!
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Megan Cavanaugh serves as the Director of Consulting at iBTR, working with brokers and employers to create more efficient strategies for HR work. Megan holds over 18 years’ experience helping organizations find the best solution with the most positive impact on their organization. She is committed to making every interaction count by supporting every element of the process including implementation, change management, and ongoing support.
