In my last post, I talked about the common mistake of thinking that change management is just about communication. Well, here’s another misconception that comes up all the time: thinking that once the tech’s in place, you’re home free. Spoiler alert—you’re not.
I’ve seen it again and again—organisations invest bucketloads into shiny new systems, but then completely overlook the most crucial element of all: the people who’ll actually have to use them. You might have the best tech in the world, but if your people aren’t on board, you’re going to run into trouble. Let me explain why getting the human side of change right is just as important as nailing the technical implementation.
Tech Doesn’t Drive Change—People Do
It’s easy to think that once the tech side is sorted—software installed, processes built—you’re done. But here’s the thing: technology might enable change, but it doesn’t make it happen. That’s down to the people who need to adopt and adapt to the new systems. If your team doesn’t know how to use the tech, or worse, they flat-out resist it, you’ve got a problem.
Take something like Workday. It’s not enough to just give people access and call it a day. They need to understand how their roles are changing, get the right training, and have ongoing support. Without that, your fancy new system is just collecting dust.
Just Because You Built It, Doesn’t Mean They’ll Use It
There’s this common mentality that once you roll out a system, employees will naturally jump on board. This “build it and they will come” mindset forgets one key fact: people hate disruption. And let’s face it, change is disruptive.
If you don’t plan for how people will react, you’ll quickly see frustration, confusion, and low uptake. Some will feel lost and overwhelmed, while others will quietly stick to the old ways, because hey, it worked before, right? Without a clear understanding of how the change benefits them, people tend to fall back on what they know.
Change management bridges the gap here. It’s all about explaining why the change is happening, how it makes their lives easier, and helping them adjust with real support—not just a newsletter saying “hey, here’s a new tool.”
Resistance: A People Problem, Not a Tech Issue
As I’ve said before, resistance is one of the biggest threats to any change initiative. But here’s the kicker: it’s not the technology that causes resistance—it’s the people. Everyone reacts to change differently. For some, it’s fear of the unknown. For others, it’s a fear of being left behind by the new tech. And then there’s the “I’ve mastered the old system, don’t mess with my groove” crowd.
You can’t just bulldoze through resistance with technical fixes. You need to address those human concerns head-on. That’s where change management really shines. By identifying the root cause of resistance, listening to concerns, and offering real solutions, you can turn those blockers into believers.
Training: Where Tech and People Meet
Another huge part of the equation is training. You can’t just hand over a new system and say, “Good luck!” People need proper training, and I don’t just mean a quick walkthrough. They need to understand how their day-to-day will change, and how to use the new tools effectively.
And it’s not a one-time thing either. Ongoing support is essential to making sure your team doesn’t feel like they’re drowning in new processes. The right training makes people feel confident, and that confidence drives adoption.
Sustaining Change: It’s Not Over When You Go Live
Here’s the mistake too many organisations make—they think once the new tech goes live, the job’s done. Hate to break it to you, but that’s only the beginning. Real change sticks when it’s embedded in your organisation’s DNA, long after the excitement of go-live has worn off.
You need to keep reinforcing the change, giving people feedback, and tweaking the process to make sure it becomes a natural part of how things are done. Without that continued effort, old habits will creep back in before you know it.
The Bottom Line: Tech Alone Won’t Cut It
If you’re only focused on the technical side of your project, you’re missing half the picture. Technology is important, but it’s the people who make or break its success. Change management isn’t just about the tech or firing off a few emails. It’s about managing the human side—supporting people through the transition, managing resistance, providing training, and keeping the change going long after the tech is live.
Next time you’re rolling out a big change, don’t forget the human factor. It’s just as vital as the technology you’re implementing. Make sure you’ve got a solid change management plan to address both sides of the equation.
Got a thought on this? Drop a comment and let’s chat!
