There are bound to be challenges associated with managing change, the first being that employees don’t always know if they will benefit from using new tools, especially when the old ones are so familiar. Change is hard, and for the implementation to be successful, you need to have a plan for how that resistance will be managed.
You must motivate people to alter their behavior and buy into the new technology but it isn't a one-size-fits-all proposition. Each group will be impacted in different ways, which is why you need to proactively work with the various departments to figure out what will get people to adopt the new processes and achieve new performance expectations. This can make it difficult to track if employees are continuing to build on their knowledge and use the platform when an adoption push is finished.
Also, large solutions like Microsoft 365 can compound problems with adoption. They have a lot of tools that are overlooked or underutilized – this can become too overwhelming for employees to learn in a short time.
Combine all of these challenges with an unclear reason behind the change, and you have a recipe for disaster — or at the least, a failure in the implementation process.
To avoid that scenario, communicating the value of adoption change management is critical at every step in the process. Tailor your communication efforts on targeting the right message, to the right audience, and always solicit feedback about the process so any necessary changes can be made. Be sure that you don’t oversell the benefits of the new technology or undersell any possible challenges — be upfront, and you’ll be better equipped to handle those inevitable challenges.