By Rachel Taylor
When I started working as a Change Enablement consultant (called Organizational Change Management back then), it was often part of my job to convince the IT leadership that offering change resources was a good and necessary thing. I told the story about IT initiatives, new software offerings, and other changes that failed when users did not adopt the new tools. I talked to users who were confused and angry that they were “forced” to use a new system for which they had no training, or who were excited about a new technology but had no idea how to get started. I also heard that everyone hated corporate training — 6 hours in a tiny, cramped, overheated computer lab learning something they probably weren’t going to use.
Things have changed since then. Now I get introduced to Change Management department heads and Learning and Development leaders. I get to talk about how to include Google for Work training into an already robust learning calendar, and establish goals and key performance indicators for the communities who will embrace the change. Users can access training through contextual learning, short videos, user adoption sites, and quick reference guides. Some communities even take the lead in creating learning and adoption tools for their own colleagues.
If Google for Work is so intuitive, and the users are already used to learning and accessing new things, why is a Change Enablement program important for your Google for Work deployment?
- My company account is now similar to my personal Google account. Many workers now have personal Google accounts that they use for everyday interactions, but switching their thinking to using Google for Work can be challenging. Google for Work offers the opportunity to make work look more like the rest of life, which improves the Worker Experience. Training can teach them how to streamline their use of Gmail and Google Calendar so that they spend less time reading emails and more time doing the work they care about, and leave bad habits of old email systems behind.
- How do I use Drive… at work? Workers want a collaborative document system, but they have yet to use one at work. They’ll need to learn about the sharing settings that you recommend as a company, and how they can collaborate with customers and colleagues outside of your company.
- Hangout or conference call? Hangouts can free up workers to have video and text conversations from anywhere! Give them the guidelines they need to be productive with this new tool.
- Social tools across your organization. Google offers a lot of built-in social tools, such as Hangouts in Drive, Google Groups, and commenting on Sites. In addition, using Google+ internally can be a great way to connect globally diverse communities of users. Understanding social media for your company involves learning new skills and guidelines for interaction.
Finally, if you want workers to fully embrace the change — above learning new skills and new tools — you’ll need to employ an awareness and engagement campaign.
- Visible leadership support. A change program allows you to organize the messages that your leaders want to transmit as they provide a new vision for Worker Experience with Google for Work.
- A targeted email campaign. Communicate the change effectively through regular updates.
- Community engagement via Google Guides. Leverage Appirio’s expert guidance on how to create and sustain a community of Google Guides who act as peer support and educators throughout the change.
- Have fun! Don’t forget to market the change to your workers. They may have to buy what you’re selling, but you can make the experience engaging, authentic, and enjoyable through gamification such as posters, contests, and celebrations.
Appirio offers access to experienced change professionals who can help you and your company plan and implement a successful Google for Work change program.