How to Overcome Change Fatigue During an AMS Implementation
Change fatigue is real—it’s proven. Gartner research says our ability as employees to cope with change is 50% less than what it was before the pandemic. And if the change affects our daily work life, like new technology or a new manager, then its impact is 2.5 times more than bigger organizational changes, like a merger or acquisition.
Everyone is about at their limit with change. Think about all the pandemic-induced disruption: the sudden switch to remote work, uncertainty about returning to the office, transitioning to virtual in-person events and education, budget shocks, dealing with new member needs, and staffing changes due to the “great resignation.” No wonder you’re exhausted, and there’s no end in sight.
What Change Fatigue Looks like at Work
Change fatigue becomes a problem you have to reckon with if you’re introducing new software. In normal circumstances, people tap into their ‘surge capacity’ to deal with a change like a new AMS, but those reserves are depleted by now, which means you have to tread carefully if you’re planning to implement new software.
Your colleagues have been dealing non-stop with change. Now you’re asking them to change the processes and reports they’ve always relied upon, and change their routine so they can learn how to use this new software. You can expect some bumps in the road ahead.
Change fatigue in your workplace might present itself as outright resistance, lackluster acceptance, or resentful frustration. You’ll hear that they’re exhausted already and can’t possibly find time for anything more than what’s on their plate. They’ll give the new technology the bare minimum of attention and won’t make much of an effort to explore and take advantage of it.
Don’t wait for these symptoms to arise. By then, you’ll really have a challenge on your hands. Assume you’ll encounter change fatigue and start thinking about it early on in any technology implementation project. First, identify all the areas where staff are dealing with change so you understand what’s going on with them.
You’ll need the support and authority of your project’s executive sponsor to minimize simultaneous changes. For example, try not to implement more than one system at once unless two completely different sets of employees are involved.
How to Overcome Change Fatigue
Trust. Staff must believe their managers and project leaders understand what’s going on with them, are looking out for their interests, and are keeping their promises. You can build trust by understanding the impact of change on every single person who will use the new software. Get these stakeholders involved early in the project during the requirements gathering phase.
You must learn from them, listen to their concerns, and prepare them for what’s coming, like changes to the processes they rely upon. Show them how workflow and process changes will improve their life at work and help their team (and the organization) achieve its goals. They must see that the outcome is worth the effort.
Two-way communication. Communicate regularly about the project. Depending on your organization’s culture and the number of people involved, you can keep people up to date via individual or team conversations, town halls, emails, and/or a Slack/Teams channel. Encourage questions and feedback.
Transparency. Don’t sugar-coat or avoid bad news. Be up front about the impact of change. Acknowledge the pain of transitioning to new processes and the time spent away from regular work to participate in project meetings, tasks, and training. Admit your own struggles but lead by example.
Triage work. People are tired of being stressed all the time. Burnout is pervasive. Be mindful of piling additional work onto staff’s plates. Some may finally decide it’s not worth it. Prioritize projects. If the AMS must go ahead, what’s going to be put on hold? The executive sponsor must make tough decisions like this.
Team cohesion. Team building is more important and challenging in a hybrid/remote workplace. Use the project as a catalyst to give staff a sense of belonging and connection. Celebrate small wins along the way together. Talk about your mutual vision: how the AMS will help your teams and organization get ahead and do what wasn’t possible before.
Accountability is necessary for team cohesion. Staff must feel that everyone is pulling their weight. From the start, make sure everyone is clear on their roles and responsibilities, what’s in scope, what’s out of scope, and project timelines.
Taking their pulse. Keep checking in with users after go-live to find out how they’re doing with adopting the system. Help them get the training or coaching they need.
Taking it easy. Lower productivity expectations during the early weeks of adoption. Users are trying to learn a new system and keep up with their regular work at the same time.
Treats. Amidst change, people need release. Make time for them to relax and enjoy each other’s company. Besides celebrating small milestones along the way, definitely break out the champagne to christen your new AMS at launch.
If you focus on these strategies, you’ll reduce the impact of change fatigue on your team. They will be more excited about adopting a new AMS and learning how it will improve operations.
You’re now ready to overcome change fatigue, but are you ready for a new AMS? Take our AMS Change Quiz to find out if it’s time to upgrade or if it can wait.