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blog | May 18, 2016

Organizational Change Management For ERP Implementation

Bringing about change happens constantly in business. Whether it’s new technology such as ERP, or it’s welcoming new employees into the workforce, change can take many different forms. However,...

By WorkWiseSoftware

Bringing about change happens constantly in business. Whether it’s new technology such as ERP, or it’s welcoming new employees into the workforce, change can take many different forms. However, one thing’s constant: the need for organizational change management.

Below, learn about how your business can take on organizational change management for an ERP implementation, from before, during, and after the process is complete.

Initial Assessment

The first step in implementing a change management approach to ERP onboarding is assessing the current state of your business and its processes. Is your business ready for ERP software? Have you found the perfect vendor that meets your company’s exact needs? The answer to these questions needs to be “yes” before proceeding to the next steps of change management. To find out the answers, consider creating an ERP RFP document, setting up demos of various software packages, and having conversations with your management team about the possibility of bringing in a unique ERP to bolster your business’s operating processes above competitors.

Company Culture Considerations

Don’t expect everyone to be on the same page when it comes to bringing forward the idea of new ERP software. There are a number of different factors that can go into why people have differing opinions, and often it’s related to the company culture. For instance, a millennial who’s knowledgeable about software will likely see things differently than a company veteran who’s not known for being tech-savvy. Understanding and acknowledging the differences among your company’s culture can be paramount to a successful change management approach. Below are a few of the many differences in culture that you can expect to see among your company:


In order for an ERP implementation to be successful, there needs to be complete buy-in from everyone involved in the decision-making process. This includes both management and employees.

Counseling and Training

Once everyone’s on the same page, and the go-ahead decision has been made, it’s time to counsel and train. For the most part, your ERP vendor should have a strong, proven implementation training process already in place for your company to utilize. Below are examples of resources and training tools provided by most ERP vendors:

Throughout the training process, communication will be key to a successful adoption across all departments. To ensure that employees are adapting well and are finding success in their newly adjusted positions, be as open and honest as possible with them. Ask each and every employee how they’re doing, send out surveys to get general feedback, and review the before, during, and after statistics to measure successes and failures. There’s no way of knowing whether employees are really adopting well to the new software without open and honest two-way communication tactics.

Assessment & Accountability

The last step of change management within ERP implementation is assessing successes and failures, as well as holding everyone (including yourself) accountable for actions taken place before, during, and after training.

How are employees reacting to the new implementation, and how has their work output and performance been affected? If you see any negative trends, consider setting up a meeting time to go over any miscommunications or difficulties that they’re having. If you’re seeing great success, acknowledge those as well and considering rewarding the employee.

To learn more about our WorkWise ERP software, or to understand the logistics of our implementation and training processes, please contact us today.

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