There’s no getting around it: Change is tough, no matter your industry, your role, or the size of your organization. That can make it difficult to keep your team aligned and help them do their best work.
But while it’s totally natural for people to resist change, it doesn’t have to be such a struggle when you implement a new document management system (DMS) — or any other software, for that matter. With the right change management approach, you can radically improve adoption, reduce disruption, and get a jumpstart on ROI.
The problem for most organizations is that new tools often come with a steep learning curve that seriously disrupts user workflows. As a result, users can feel overwhelmed and powerless… which only creates more hesitancy with the new system.
So how do you tackle change management in a way that supports your team and accelerates adoption?
Our new interactive whitepaper, The Secret to Change Management: How to Maximize Adoption When Implementing a New DMS for small to midsize firms, for large law firms, and for legal operations, details three key strategies to help your organization succeed when adopting new technology.
When it comes to new software, getting buy-in from the approval committee is a top priority. But many organizations fail to recognize that getting buy-in from the end user can have an even bigger impact on your success.
Taking the time to get your users on board before it’s time to flip the switch will make the transition much smoother overall. You want to build awareness, educate people on the “why” and benefits of the new technology, and ensure they have the knowledge to utilize it.
Let’s be honest… There’s only so much you can do to boost adoption if you pick a system that’s not user-friendly or future-proof. It takes effort to identify a tool that will fit your team’s way of working and solve problems without creating new, potentially worse, ones.
Start by getting a clear understanding of your team’s current workflow and where it needs improvement. Make sure to ask the right questions as you begin evaluating potential solutions, and don’t forget to keep one eye on the future.
No one wants to feel like change is being foisted on them. That’s why supporting power users and nurturing champions during implementation is such a critical aspect of successful change management.
A fellow user often has far greater influence among their colleagues than leadership or external consulting services. If you really want to drive adoption, make sure you have advocates on the front lines.
Change may always be challenging, but when you have the right approach, you can overcome those challenges with confidence. To get a deeper look at how to apply these strategies for success with your next change effort, check out the interactive whitepaper, The Secret to Change Management for small to midsize firms, for large law firms, and for legal operations.
In addition to tips, tricks, and questions to ask, we also cover how NetDocuments can help your organization tackle common workflow challenges, achieve new levels of productivity, and Work Inspired.
"Great company, great products, great leadership, great people, great culture!"
"I love my team and peers. We are family, and we respect each other."
"NetDocuments encourages a good work/family balance."
"I feel respected and valued by leadership and my team."
"We work together and support/encourage each other to do our best work every day."
"From start to finish, my leaders are willing to guide me and let me try new things. This keeps work fresh, exciting, and fun so I don't burn out or get bored."
"I have clear direction in my work tasks and priorities. I also feel encouraged to put my family first and maintain a healthy work life balance."
"I work with highly motivated individuals who are smart and allow me to learn from them!"
"NetDocuments is committed to exceeding customer expectations by building leading products hosted in rock-solid environments."
"I'm empowered to try new things and think through processes and campaigns strategically. I can lean on my boss for support, but I'm not micromanaged, which is appreciated."