Progress is impossible without change, and those who cannot change their minds cannot change anything.
~ George Bernard Shaw
You just got it. You felt confident you had finally figured out how to tame the beast. Then — wham — management introduces a new software, process, or directive and your momentum (and confidence) is suddenly benched.
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You did your homework, found and pitched the best solution, and spent countless hours making sure your Kronos platform’s rollout was epic. But months, even years later, your Kronos ROI isn’t where you hoped.
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(Editor’s note: This is part two of our series on specific strategies to help your team embrace change in the workplace. Read part one, here).
You’re looking forward to the new software upgrade; as a member of upper management, you’re ecstatic about it actually. There’s no doubt that once the change is adopted enterprise-wide, it will reduce labor costs, alleviate compliance worries, and boost the company’s bottom line.
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