even if it can be uncomfortable for some. Regular updates on progress are important, as well as engaging employees and listening to their views to mitigate resistance. Involving employees who have valuable suggestions in the change process can enhance engagement and increase the likelihood of success. While managing resistance can be difficult, effective handling can lead to valuable feedback, innovative ideas, and improved engagement. which significantly improves the chances of a successful payroll implementation. A Disengaged Implementing Partner Many organizations use an implementation partner that helps businesses integrate new software or systems into their workflows. With extensive knowledge of specific technologies, they provide customized training, support during implementation, and sometimes ongoing management services. This expertise ensures a smoother transition with minimal disruption to operations. Ensure any partner is certified on the products/services being implemented and understands
your business well enough to advocate for appropriate adjustments and can step in where needed to help problem-solve. Lack of Testing The provider is only responsible for the application. Clients are responsible for transferring data from one system to another. Failure to successfully test and prove the project will do what is intended can lead to bad results. It may require several tests before go- live is achievable. Lack of Training and Support After Going Live Post-go-live is the time to evaluate the effectiveness of systems and processes. If issues arise, as indicated by KPIs or employee feedback, additional training may be needed to address them. And it’s crucial to plan user training for the new payroll system and identify trainers. Payroll-related system and process changes occur frequently. The above can help you avoid the pitfalls of having to go back and fix a failed implementation.
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ISSUE 10 GLOBAL PAYROLL MAGAZINE
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