By Timothy Manhardt, Practice Manager, Kronos Incorporated
“They always say time changes things, but you actually have to change them yourself.”-Andy Warhol
Think back to the last time your organization was involved in a process change-based initiative. What was the outcome? Were the results lackluster, or did they hit the bulls eye? Change is difficult, and process change is even more challenging. Add in the implementation and deployment of new technology, such as a workforce management platform used by hundreds or thousands of employees every day, and the complexity of the change increases exponentially.
Often times, the selection and implementation process can be a long road. A common mistake made by organizations over the last two-plus decades is they think that the work is done when the solution goes live, with focus then shifting to employee training and ongoing maintenance/updates. After all, steps to ensure the solution is optimized are generally built in to the implementation cycle, so what more is left to be done?
Optimization shouldn’t be approached as a one-time event– the highest performing organizations understand when real optimization begins, how often it should take place, and its connection to employee engagement.
The Optimization Window Closes Quickly
Post-implementation, organizations tend to wait for a triggering event before they set an optimization strategy into motion. It could be months, or even years, but eventually a determination is made that the system is not supporting business goals, or the early gains in efficiency that were achieved have plateaued.