Implementing a new HRIS can be a bit of an arduous task, so it can be difficult to admit when the project is failing. There is often a tendency to want to gloss over warning signs and say that the workforce is just getting used to the software or that the bugs need to be worked out. Recognizing red flags and taking fast action before the project truly fails can save you time and money in the long run, however.
High Incidence of Workarounds
If HR managers and employees are using workarounds shortly after go-live, you may have a problem. While there is some tendency to stick to the way things have always been done, excitement should be high enough immediately following implementation that employees and HR managers will at least try to use the new software.
If you are seeing lots of workarounds being used right away, it may indicate that there is a problem with the software – but it may also indicate that adequate time and effort was not put towards change management during training and implementation. Survey your employees and assess the reason behind the failure to fix it before it has gone too long.
Missed Deadlines or Goals for the Project
If your implementation project is not going according to plan, you may need to reassess your plan. Time and budget goals are often more optimistic than realistic, so you may have to allot more time or figure out a way to extend your budget. Pushing through with the original plan and scolding project team members is a sure-fire recipe for disaster, so don’t try to do things this way!
Request Free HR Software Demos
Find the best HRIS vendor for your company right now!
Mistrust of Information Provided by the System
If your managers don’t feel that they can trust the information provided by your HRIS, they won’t use it and you won’t see the gains in productivity or decision making that make HRIS implementation worthwhile. Worse, they may avoid using it for critical tasks like running payroll, which can make compliance more difficult and result in costly errors.
If you notice that managers and HR professionals are not using the system to its potential, find out if there is a mistrust of the information. Do further system testing to check the accuracy of the information being provided by the system and put simple steps in place to use the system for key decisions and tasks.
Employee Discontent or Decreased Productivity
Even if employees are using the system and go-live seems to have gone well, a decrease in productivity or a perceived drop in employee satisfaction may be signs that all is not well with the HRIS. Again, change management or training may have been lacking, making employees feel behind the ball when it comes to using the system. On the other hand, the system may be making tasks take longer or having internal issues.
If employee discontent or a drop in productivity is noticed following implementation, find out what’s wrong before you lose great employees or see your revenues decrease. If it’s a system issue, work with the vendor to fix the problem. If it’s a training issue pr something else on the “human” side of the equation, be compassionate and proactive about helping employees get up to speed.