By Kristan McFadden, Senior Director, Organizational Design & Strategy, Felix
In today’s disruption-heavy world, transformation is a constant. Whether it’s a system implementation, an organizational restructure, or a cultural pivot, change is no longer a one-time event – it’s a continuous cycle. If you’ve ever been a part of a tech implementation – ERP, CRM, HRIS, you name it – you know this to be true:
Technology is the easy part. It’s the people side that makes or breaks success.
New systems promise efficiency and scalability. But achieving that ROI requires more than flipping the switch on new software. It demands intentional, well-executed change management – a structured approach to helping individuals adopt new behaviors, processes, or tools in a way that minimizes resistance and maximizes success. It’s the bridge between a great idea and a great outcome.
Why Tech Projects Fail (Hint: It’s Not the Tech)
Most implementations fall short not because of technical issues, but because of poor adoption. People tend to resist what they don’t understand, fear what they don’t trust, and avoid what they don’t see as relevant to their day-to-day. Has anyone ever heard “this is how we’ve always done it, why do we need to change it”? This is where change management comes in.
At Felix, change management is about guiding people – not just processes –through transformation. It’s about being clear and consistent, anticipating and empathizing with what people are feeling, and involving them early and often.
Let’s explore key strategies to successfully navigate change and drive technology adoption.
Before Go-Live: Consistent, Transparent Communication
Employees don’t resist change – they resist uncertainty. One of the biggest mistakes organizations make is focusing on technical details rather than the human impact. Effective communication should emphasize:
- The “why” behind the change – How will this technology benefit both the business and individual employees? Launch a communication plan that goes beyond updates – tell a story.
- What’s changing and what’s staying the same – Employees need clarity on their roles.
- How they will be supported – Highlight training opportunities, support resources, and feedback channels.
During Implementation: Engage and Enable
Traditional one-time training sessions are no longer enough. Employees need hands-on learning experiences that help them build confidence with new tools. Consider:
- Role-based training tailored to specific teams and responsibilities.
- Hosting interactive training (not just system walkthroughs).
- Microlearning and digital resources for just-in-time learning.
- Peer mentoring programs to encourage knowledge-sharing.
Post Go-Live: Sustain and Support
Implementing a new technology isn’t a one-size-fits-all approach. Regularly tracking adoption metrics allows you to adjust and refine your change management efforts. Key indicators include:
- Employee feedback.
- Platform usage and adoption rates.
- Productivity and efficiency benchmarks.
Tech Changes Workflows. Change Management Changes Mindsets.
Implementations introduce new processes, responsibilities, and expectations. That can be a lot for teams already managing their daily workload. Change management meets people where they are, then guides them to where the organization needs them to be.
Be willing to iterate—if something isn’t working, adjust your strategy. Adapt based on what users need – not just what the system can do.
Final Thought
Every tech implementation is a journey of change. You can have the best software and top-tier consultants, but without people on board, the system will never deliver its full value.
If you’re planning a rollout, ask yourself: Are we managing the change – or just managing the project?
If you’re leading a technology transformation and want to ensure your teams are ready, let’s talk. Schedule a strategy session with our Felix change management experts today.
