The dynamics of the business world have changed over time. Companies are looking to change the outlook and working pattern. Digital transformation is a new reality, and it’s hard to ignore. So, to cope with the new challenges and survive in the market, organizations are now introducing Software-as-a-Service (SaaS).
Employees do not always welcome a new change; there is some resistance. In an attempt to get an edge over the competitors, some organizations neglect the workers or their resistance to change in the software they use. It is important to understand that unless the users get familiar with the new software, it won’t do any good for you.
Over-burdening the employees with technology may become intimidating for them. The management is responsible for making the journey smooth.
Let’s have a look at some of the possible barriers that may hinder the way to learning new software and their solutions.
1. Fear of Failure
People tend to resist change when they are forced to come out of their comfort zone. Introducing new software to employees demands a change in the prevailing practice. This change is often threatening for those who have a fear of failure. Conventional training sessions help to familiarize the employees to a new system but not always work for every worker.
The frustration sets in when individual struggles with technology. The fear of inefficiency punishes the user, thereby lowering his morale. The best way is to entertain such users one to one. Working with an individual personally helps to clarify the confusion and boost self-confidence. It helps the user to push all the boundaries and try new things.
2. Skills Need Time
When the worker has a certain level of productivity to meet, learning a new software may be overwhelming. Every individual has a different mental capacity; he may need more time to understand a new concept than his co-workers.
Balance is the key. Reducing the productivity level for some time will be beneficial in the long run. It will provide ample time for the user to get his hands on the new software.
3. Learning Erodes
Learning new software is exciting for many people. But, once they have got the training, not all put it to immediate use. It is important to reinforce what you have learned else the training will erode.
People often tend to be reactive than proactive. The urge to go back to conventional methods is natural as people find it convenient. This psychological barrier may hinder the user to adapt to the change — hands-on experience help to cross this obstacle.
4. Overfilling the Brim
If you try to fill a container more than its capacity, it can result in an overflow. The same rule applies to our brain. Cramming is not a healthy practice. Your brain can filter a certain amount of information at a time.
Organizations need to design the learning program effectively. Break the complexes and advanced information into an understandable form. The user should get the information in layers. The macrocycles for learning will help the user to absorb the information rapidly.
Technology makes life easier. However, adopting a new technology takes time. Give the space to your employees to learn new software. Don’t make it an intimidating affair for the user –make it rewarding for him as well as your organization.