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Implementing change in an asset-intensive organization comes with its own set of headaches. There will almost certainly be maintenance and operations workers who are resistant to change, even when it’s for their own benefit.
As more organizations make the leap to digital, integrated enterprise asset management (EAM) solutions, the same principles of effective change management ring true.
Change resistance can come in various forms, with some maintenance or operations personnel even outright refusing to adopt new processes or technologies. Change resistance can lead to inefficiency, low morale, and a waste of resources as supervisors attempt to brute force the transition.
Knowing the potential challenges when transitioning to a digital solution will be key as you take the right steps to overcome them. In this article, we will walk you through the four most common EAM change management challenges you may face and how you can solve them.
EAM Change Management Challenge #1: Lack of Support From Management
Management must be committed to the change and should support their workforce in its implementation. If your workforce is not properly equipped and trained with this new aspect of their job, this can damage the chances for a smooth transition.
Users who don’t feel supported by their leadership team are more likely to grow frustrated with the disturbance to their routine and be more resistant to change. From the top down, the priority should be supporting the end users before, during, and after implementation and listening to users every step of the way.
Management should set their workers up for success and designate the proper time and resources for this incoming change. Support can come in many forms, such as:
- Allotting adequate time for implementation and training
- Implementing a culture of periodic re-training or re-certification
- Selecting a vendor who offers a range of training, including eLearning
- Gathering ongoing feedback from end users via surveys, meetings, performance reviews, and other avenues
EAM Change Management Challenge #2: Failing to be Detail-Oriented During Implementation
Poorly implemented change can easily achieve the exact opposite of its purpose. If it’s rushed or your workforce isn’t prepared, the digital solution can’t live up to its potential of streamlining your workflow and cutting down on tedious tasks.
Users who are under pressure to complete their work efficiently and to a high standard of quality, but who do not know how to do so in the new system are sure to feel stressed and frustrated.
Supervisors should take the initiative and work closely with their digital solutions vendor. They can work together to identify any pain points and set up the proper configurations to ease the transition.
Digital solution vendors can also identify the exact tasks your current system performs and point out the step-by-step process in which the new system can perform them and troubleshoot with actual end users, prior to the launch.
EAM Change Management Challenge #3: The Vendor Communicates, But Doesn’t Engage
There is only so much a person can absorb and retain while watching a PowerPoint presentation or training video. A user cannot hope to replicate the demonstrations in real-world situations if they have not felt engaged by the content and the trainer.
A top tier solutions vendor will work with your organization to host workshops during the training or create other opportunities for collaboration and two-way communication.
For instance, the vendor can set up exercises, creating an interactive environment where the workforce can learn, grow, and become comfortable with the solution’s capabilities. The engagement should also be personalized to the workers, finding the exact features of the solution that will benefit their day-to-day function.
EAM Change Management Challenge #4: No Follow-up
After a solution has been implemented, it is paramount to schedule follow-up meetings between the vendor and the customer. The solution may be powerful and user-friendly, but there needs to be an open and ongoing channel of communication for any potential questions and ideas that may arise, new employees who may join the team, or processes that may be revised.
Prometheus Group always offers refresher workshops shortly after an organization has rolled out a new solution. This serves to ensure the solutions are being utilized properly and to answer any questions the workforce didn’t know to ask while they were first learning the systems.
If your workforce can’t wait for another workshop, your consultants can still be reached for questions. Prometheus Group has also aggregated an interactive digital library of eLearning courses to suit the needs of your workforce. These digital lessons are the ultimate follow-up to solidify the foundational knowledge of your new digital solution.
Successfully Manage The Change of Your EAM System With Prometheus Group
Big implementations require strategic thinking, forethought, and open, ongoing communication. Most importantly, they require support from management and the engagement of the end users.
When evaluating digital solutions vendors, always ask them about their implementation best practices and how they ensure your organization will derive the highest ROI from their solutions.
To discover the best ways to tackle change management with your EAM solutions, get in touch with us today.
