When you selected and implemented your shiny new HRIS, chances are good that you paid close attention to user adoption drivers. User adoption is something that most everyone understands is extremely important to the success of a new HR software system. After all, if the employees don’t use the new system, how can it possibly benefit the organization?
After your system roll out, when the employees actually begin to use the system, it is usually pretty obvious how well all of the attention to user engagement details has paid off. If employees seem interested and engaged, a pat on the back is in order because users have successfully been persuaded to adopt the system. Unfortunately, user adoption can still plummet at any time, so it is necessary to continually make changes to keep users engaged.
Reeling Users In
At the start, HR software should be eye-catching, intuitive, and even fun. User adoption rates will invariably be better if users are excited to use the software. When user adoption rates are good at the start and employees seem to really like using the software, the first hurdle has been overcome.
Six Month Litmus Test
HRIS login and use rates at the six month mark are a good indicator of how well the vendor and the company is doing at continuing to keep users engaged with the system. At six months, the HRIS has either become a critical tool for getting through the day, or it has become an unnecessary burden. If the latter is true, it can be time consuming and difficult to get the employees back on track.
Understanding Usage Drop Offs
Usage drop offs are not necessarily indicative of a complete failure. The newness of a system has a certain appeal that often engages users’ minds at the start, causing a compulsion to login and perform certain functions in similar fashion to new app games. After the new factor has worn off, users will nearly always login less, but the system may still be benefitting the organization in many ways.
Integrating the System into Daily Life
Trying to convince employees to login and use an HR system that does not benefit them or that adds work to their day is an uphill battle. At the heart, an HRIS should be something that makes life easier or improves the business in fundamental ways. When employees have to use the system to view weekly and daily goals, collaborate with other employees, view schedules, view paychecks, and make decisions, usage will be driven automatically.
Leading by Example
Managers and HR professionals set the pace for HRIS usage. When managers and HR professionals complain about aspects of the system, try to get around using the software, or fail to regularly login, the employees will likely follow suit. By using the software regularly and sharing positive feedback about the system, managers set the tempo for the rest of the workplace.
Keeping It Fresh
It is important to take action to keep users continuously interested in using the HRIS. Adding new options, updating the appearance of the dashboards, and responding to employee feedback about desired changes can all inspire users to keep on logging in. If these things are done regularly and consistently, it will help to keep HRIS usage rates high over the long haul.
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