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The old way of doing things is quickly disappearing. For example, live training used to be big in the 1980s and ’90s. But that was before the Internet made online and computer-based training much cheaper. Remember when data entry was done manually? What about a time before electronic, networked, POS systems? A company can evolve so quickly that older employees can have a really hard time keeping up. It’s not that employees don’t want to move lock-step with the times, it’s that they’re usually woefully unprepared to do so. That’s your job – to train them.
Making The Decision To Upgrade
Decisions to upgrade your existing technology need to be carefully considered and weighed against an existing systems’ costs. Sometimes, it makes sense to keep the old system in place. But, many times, those old systems are showing their age. You need to upgrade to something newer.
For example, if you’re still using one-to-one coaching, that’s a viable method for some types of training, but it’s not the most effective way to train new hires for basic tasks and job responsibilities. It’s also not a very cost-effective way to train new hires. If you still use manual data entry for inventory control, there are better systems that automate the process and are more accurate.
Improving Your Bottom Line
At the end of the day, it’s all about improving the bottom line. If newer technology can give you the same results while lowering costs, then it’s probably a worthwhile endeavour. If, however, your company is already struggling financially, then you probably don’t need to spend the extra money on upgrading existing systems.
One question you should ask yourself is “If we had no corporate IT budget, could we still pay for this technology directly through higher sales? Better margins? What about lower expenses?” If you can’t answer at least one of those in the positive, the technology probably isn’t worth it. In other words, new technology isn’t good for its newness. It’s good because it helps shave expenses, improve revenues, or improves margins.
Show Employees The Benefits
Showing employees the benefits, and getting them to buy into the idea of a new system or program, is one sell you absolutely must make. Don’t make the mistake that many companies do – assuming that employees will just follow your lead because you’re their boss.
If you don’t get employee buy in, they’ll follow you alright – kicking and screaming. Your new processes won’t be effective, people will complain, and you won’t get the metrics you were hoping for. It’s not the technology’s fault, though the numbers will say that it is.
Getting buy-in shouldn’t be and overwhelming experience, either. Offer to buy new software for existing systems, teach employees the benefit of updated systems, and explain why company tech needs to be overhauled. Ask employees about their current frustrations at work, and then explain how some new tech might help alleviate those problems. Prove it to them by letting them use the new technology for a trial period.
Keep Training
Discover more here about the benefits of training. Training cannot be overstated. When you do upgrade anything in your company, there’s a learning curve, regardless of how intuitive the software or process is. Prepare for it by implementing comprehensive employee training.
The training can take the form of one-to-one coaching and mentoring or it can take the form of online or offline computer-based training. Regardless of the method of delivery, training needs to outline specific goals for the employee and then translate theoretical knowledge into practical application.
Anthony Buckley loves his employees. He enjoys writing about employee satisfaction and productivity on business and management blogs.
