Why Change Management Must Play a Major Role in Transformation Projects
Posted: Sat Jan 25, 2025 5:00 am
Companies work with the same system for many years or even decades. Changes are only made here and there: an update here, an intervention there - but the big picture with its functionality and interface remains the same. But at some point the time comes when a system has to be replaced - either because the manufacturer no longer offers maintenance or because it simply no longer meets today's requirements. This is often the case with transformation projects for SAP systems. Then it means new workflows, different interfaces, many new products. This is not just a technical challenge, but above all a human one. Because if the people who operate these new systems are not properly involved, even the best SAP solution will hardly be accepted by the employees. Change management is the key to preventing exactly that from happening.
The contracts have been signed and the transformation project is starting. A company wants to switch from SAP R3 to S/4Hana. Support and maintenance for the legacy SAP systems will continue until 2027. The transformation should be completed by then. But the term "transformation" means much more than just a technical change. The employees have worked with the old system for years, perhaps even developed it themselves or at least helped to launch it. Understandably, some people find it difficult namibia consumer email list to part with it. This is exactly where change management needs to start and get employees on board.
Incorporate change management: the sooner the better
As soon as a project moves into the conception phase, change management comes into play. A change impact analysis is the first step to get an idea of the customer's organization: Who is affected by the change? In which areas do we expect significant changes? What impact will the change have on those affected? We clarify these questions with those responsible on the customer side and in discussions with employees. So there is initially an intensive dialogue with everyone involved. Using a change readiness analysis, we examine how ready the organization is for the planned change.
The contracts have been signed and the transformation project is starting. A company wants to switch from SAP R3 to S/4Hana. Support and maintenance for the legacy SAP systems will continue until 2027. The transformation should be completed by then. But the term "transformation" means much more than just a technical change. The employees have worked with the old system for years, perhaps even developed it themselves or at least helped to launch it. Understandably, some people find it difficult namibia consumer email list to part with it. This is exactly where change management needs to start and get employees on board.
Incorporate change management: the sooner the better
As soon as a project moves into the conception phase, change management comes into play. A change impact analysis is the first step to get an idea of the customer's organization: Who is affected by the change? In which areas do we expect significant changes? What impact will the change have on those affected? We clarify these questions with those responsible on the customer side and in discussions with employees. So there is initially an intensive dialogue with everyone involved. Using a change readiness analysis, we examine how ready the organization is for the planned change.