Change management is one of the toughest challenges for any organization. Despite the way we embrace and share viral videos and the latest apps, we don’t feel the same about changes to our working environments. Oftentimes, CEOs and upper level management assume that staff will embrace a new product or technology—such as Salesforce—with open arms. While some employees will, the trickle down method just won’t work for corporate adoption. Whether it involves tech, a new policy, or team strategy, here are four ways to ensure strong adoption throughout your organization.

Define the changes
Before rolling out a new product or process, identify what will be changing and what will be required to implement those changes. Lay out a strategic implementation plan and involve each person expected to execute the changes. There’s nothing worse than announcing a new idea and then realizing that a key element is missing. If you have a change management team, work with them to ensure all of the above criteria are met.

Eat your own dog food
To promote adoption, lead by example. When employees see their manager using Chatter or referencing reports in Salesforce, they understand the importance of using that tool. Simply put, if you want your staff to get rid of their spreadsheets and enter information in Salesforce, you must first dispose of your spreadsheets and refuse reports that contain them. Do not cede to resistance from managers and allow them to “opt out” of the change; be clear on expectations so employees are not receiving mixed signals. By communicating, modeling, and reinforcing the desired behavior, employees will be more likely to embrace the changes.

Find an internal champion
Another way to help foster adoption is to involve employees and get buy in. When employees are involved in decision making processes, they feel their voices are heard, and lend their support as stakeholders in the project. Bluewolf has been successful in using champions during Salesforce projects. These champions support their peers through communication and training. They help answer questions, proactively support newly defined processes, uncover barriers or opportunities for improvement, and reinforce consistent use of the tools. As a sponsor, your responsibility is to support employee involvement by being attentive to their feedback.

Light the way forward
For small changes in an organization, such as instituting casual Fridays, a simple email will suffice. But if you are implementing major changes to the way people spend their time, you need a change management strategy. People are most apprehensive about changes to their job roles, activities, pay, or management structure. To instill lasting change, the project sponsor, management, and change leader must unite employees around a common goal and pave an effective path to reach that goal. Remember to light the path ahead in 30 to 90 day sprints, taking special care to define what is and is not changing. Transparency and inclusion are key to strong adoption across an organization.

If you’re looking to innovate your business processes and empower your employees, learn more about Bluewolf Change Management to see how we can help you and your team achieve your goals.