Nail the Launch: How to Execute HR Tech Rollouts Without Chaos

In today’s fast-paced business landscape, companies are rapidly evolving to stay ahead, and they need HR technologies that can keep up. Successful HR technology transformations require more than just selecting the right tools — they demand a strategic approach to change management. Without it, even the most advanced systems can fail to gain traction due to resistance, resulting in operational disruptions and wasted investments.

Employees’ perceptions of HR are often shaped by how well these technologies work in practice. In fact, there is a strong correlation between the effectiveness of HR technology and workers’ perceptions of their HR department’s effectiveness in 2024, according to SHRM’s CHRO Priorities and Perspectives report.

To help organizations improve their HR systems and enhance the employee experience, SHRM partnered with Confirm — a company specializing in HR technology platforms — to share a proven four-phase framework for successful HR technology transformations: Analyze, Build, Execute, and Embed. 

We assessed challenges and set transformation goals in the Analyze phase, then we developed strategies and aligned stakeholders in the Build phase. Now, in the Execute phase, planning becomes action. Follow these steps to accomplish a well-managed execution that helps drive adoption, reduce resistance, and set the foundation for long-term success.

1. Minimize Disruptions

Even small setbacks can quickly lead to wasted investments due to lost productivity during troubleshooting. Therefore, it’s critical to anticipate and proactively address any potential glitches in the rollout to minimize disruptions. 

Avoid costly delays and provide support during launch by:

• Conducting thorough user testing. 
• Developing contingency plans. 
• Utilizing change agents.

Additionally, apply stringent project management principles throughout each step by regularly comparing your tracked progress against the plan created in the Analyze and Build phases. 

2. Maximize Success

As you roll out the new HR technology, refer back to the measurable success criteria your team created in the Analyze and Build phases. Rigorously track these key performance indicators (KPIs) and course-correct quickly if targets aren’t being met. Consistently gather user feedback through pulse surveys and focus groups, and celebrate milestones to showcase benefits and build momentum. There are always opportunities to go further, so it’s not enough to just make success likely — aim to maximize it at every step. 

3. Increase Buy-In

It’s easy for enthusiasm to wane as the transformation progresses, so change champions must reinvigorate their teams by maintaining focus and energy. HR leaders can inspire buy-in by highlighting how the transformation enables employees and unlocks new opportunities.

To keep momentum high, change champions must actively address concerns, demonstrate unwavering commitment, and motivate employees throughout the execution process. By leveraging the commitment of leaders and stakeholders, you can reinforce your transformation’s message and ensure alignment across the organization.

4. Reduce Risk

Successfully managing risk during the Execute phase requires more than just checking off tasks — it involves a proactive, holistic approach that ensures every aspect of the rollout is carefully planned and executed. This approach incorporates the following critical elements:

• Readiness assessments to evaluate whether the organization is truly prepared for the change rollout through leadership alignment checks, user readiness surveys, and process preparedness audits. 
• Training refinement by incorporating feedback from pilot groups to continuously improve training programs and assessing knowledge retention through quizzes and practical demonstrations. 
• Performance tracking with KPI dashboards that integrate data from the new HR system to track adoption, utilization, productivity impact, and other essential metrics. 
• A support model that creates clear escalation processes and a comprehensive help resource repository, along with deploying floor support teams and power users to assist employees during launch. 

Conclusion:

The Execute phase is when strategic planning meets real-world implementation. By focusing on minimizing disruptions, maximizing success, increasing buy-in, and reducing risk, HR leaders can ensure that the transformation’s initial launch is successful. The next step, Embed, will focus on how to integrate the changes into the organization for sustainable success.

Methodology

Confirm is an all-in-one people platform built on the science of organizational network analysis to reveal who is driving impact — and who needs help. Recognizing a critical need for an HR technology transformation process that focuses on the “people” side of change, Confirm developed its four-phase change management methodology: Analyze, Build, Execute, and Embed. This methodology emerged from lessons learned in previous large-scale transformations, during which inadequate resources and lack of buy-in led to suboptimal adoption. 

This methodology was developed with three main goals in mind:

1. Reduce resistance to change by involving stakeholders, addressing concerns, and promoting buy-in, which leads to smoother transitions.
2. Ensure that disruptions are minimized and productivity slips are avoided to help maintain operational efficiency during the change.
3. Commit to enhanced employee morale and engagement, transparent communication and support, and fostering a sense of trust and stability.