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As technology advances, so too do payroll systems. Upgrading your payroll software can have numerous benefits for your organisation, such as improving the accuracy and efficiency of your payroll processing. However, introducing new software can be daunting and present challenges like change management. Here’s how you can manage the transition to a new payroll system.

 

Create Employee Involvement 

Employees’ active participation and contribution in the planning and implementation of organisational change can be a key component of successful change management. It will:

  1. Increase buy-in and commitment to the change
  2. Facilitate communication and understanding of the change
  3. Enhance problem-solving and decision-making
  4. Minimise resistance and increase support for the change

Most importantly, it can create a sense of ownership. Encourage employees to share their thoughts and ideas and provide training and development opportunities to help them adapt to the new software. If the new software reduces their day-to-day tasks, it’s also important to reassure employees that they will still have a job to do and the company still relies on their input.

 

Communicate Effectively

The key to successful change management is communication. Ensure that the whole team is aware that a change is taking place by distributing memos and emails outlining what will take place during the transition period. If your organisation has a newsletter, use it to explain why you are upgrading the payroll system and any potential benefits it will bring. Establish who will be responsible for training users in the new system and ensure that everyone knows when the switchover will take place and what processes they should follow if there are any issues.

Train Your Employees

Organise training sessions for employees on how to use the new system and send out supporting documents such as user manuals or cheat sheets to help them understand the different features it offers. These employees do not only include your payroll & HR team but also your other employees of the company, who may receive their payslips differently or may have access to new ESS (employee self-service) features. Consider assigning an experienced employee or hiring a consultant to act as an in-house expert who can answer questions or provide additional support if needed. Remember to also communicate with external stakeholders such as suppliers or contractors who might need access to information from the new system, as this may require special permissions or additional steps being taken at their end.

Testing

If an experienced payroll company is helping you migrate to the new payroll software, you will likely be doing a parallel run. A parallel run is a test run of a new payroll system where both the old and new systems run simultaneously to process payroll for a period of time. This allows the company to compare the results from the new system to the old system and ensure that the new system is processing payroll accurately before fully switching over to it. Testing the new software gives your administrators confidence and peace of mind because they can tangibly see the company’s setup work in the new system.

Rewards and Recognition 

Offering rewards and recognition for positive contributions to the change can help motivate employees to support the change. Recognise employees who have significantly impacted the implementation process, and reward them for their efforts.

 

Leader Support 

The support of leaders and managers is crucial in ensuring the successful implementation of the new software. Leaders and managers should lead by example, embracing the change and encouraging their teams to do the same. They should also provide the resources and support employees need to adapt to the new software.

Monitoring and Evaluation 

Monitoring and evaluating the results of the change is important to ensure that the new software meets your expectations. Regularly review the performance of the software and gather feedback from employees. If employees frequently have a similar request or complaint, it may be worth speaking to your payroll consultant, as they may have a module or setup to make everyone happy.

 

Introducing a new payroll software into an organisation requires careful planning and consideration, but it is worth doing if you want to potentially save time and money, improve payroll system functionality and increase the efficiency of your payroll & HR department. By involving key employees, communicating across the board, training employees, testing the new system, recognising employee efforts in the transition and monitoring performance, you can ensure that your transition goes smoothly while reaping all its associated benefits moving forward.

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