Your team is struggling with new software tools post-merger. How can you help them adapt effectively?

Always get clear what the exact painpoints are. If you know what the painpoints are than you can tackle the real problem. Because so.etimes we assume something is the problem. While there is another prpblem underneath that needs to be tackled. And when people see the value it provides they are more eagerlt to adapt.

I had an experience where the project manager told everything is delivered and only the final payment is due. But it is proved that new work-method suggested with the change was not practically possible. While the client IT team created the scope, unintentionally ignored the end users' practical challenges.

Team training on tools during a merger is a priority. First, setup a meeting to provide an overview of tools. Second, provide access to online training, team and help desk support staff. Third, follow up daily/weekly to assess team's onboarding with tools, provide feedback on how to improve utilization and provide one on one training if required. Establishing a supportive environment for staff will aide in tools utilized for greater effectiveness and efficiency.

When planning training for a post-merger team struggling with new software, it's essential to create a structured approach that includes a Digital Adoption Platform (DAP) like tts performance suite. Start by assessing the specific needs of your team members and identifying key challenges they face with the new tools. Incorporate the DAP into your training plan to provide real-time, contextual support and personalized learning paths. This approach ensures that employees receive tailored assistance as they navigate the software, accelerating their adaptation and boosting confidence in the new environment.

In every team at least one person will be there who want to perform but was not able to so far. Identify , coach, clearly make her/him understand what is your expectation, monitor, and guide her/him whenever required. Most importantly trust her/him. She/He will do wonders in new changes especially in support roles.

Communication with a clear acknowledgement is very important. Human tendency is that people assume they understood. But a feedback after actually using a component reveals the complexity of it and initiates additional conversations which makes it sure that the communication is successful.

While encouraging feedback is important to create an environment of trust and speak-up, it is crucial to teach a few techniques for giving feedback. Without these, individuals may not feel confident enough and might avoid giving any feedback. Worse, they could give poorly constructed feedback, which can be devastating. To give healthy feedback, consider the following: - Create an environment of trust with dedicated moments for open communication. - Communicate vulnerability; we are not invincible, so stop pretending. - Use feedforward techniques, such as focusing on actions and facts rather than intrinsic and personal qualities, and suggest alternatives to address the issue. All of this will encourage constructive feedback.