I recently spoke at the Minnesota Chapter ASUG meeting about how companies can ensure user enablement and I wanted to share some of the highlights from that discussion with our online community.
The world is changing every day, driven significantly by the technology market, which is becoming more aware of people. For instance, most people have at least one, if not more, mobile devices. The challenge for companies is getting people to adopt and fully leverage these tools in the workplace as they do personally. Done successfully, managing change and user adoption will drive return on investment.
A major misconception is that companies expect ongoing improvement in user performance without ongoing investment in people/training, etc. For example, companies can get 20% greater adoption by focusing on change management directly. A typical barrier to training is that management teams have difficulty seeing the direct correlation between investments and results. Yet, employees say that without training, their skills decline. The good news is that it takes very little investment to make a difference – an increase of 1.5% investment in training can lead to 30% improvement in project success. Survey results show that investment in people results in increased productivity and reduces turnover, both of which drive ROI.
The way employees can receive training is also changing, there is a shift in social and virtual learning which can further reduce training cost while providing more convenient options for employees. How people communicate and learn outside of work should correspond with how they communicate and learn inside of work. We don’t want a social collaborative experience in our personal lives and then a “dark ages” experience in our work environments. Communities we work with are also broadening, and technology helps reach the broader audience.
To summarize the meeting discussion
– Innovation and speed of information are changing the way we do business and people/employees are behaving differently
– Consumer/user expectations are changing
– Resistance to change needs to be addressed in order to manage change and support adoption
– All learning is social
These ideas spurred discussions amongst attendees and have provided the Minnesota Chapter with ideas for future meetings. I hope this information provides some “food for thought” for you as well.