As a change leader, you understand the importance of communicating early and often and collecting feedback from stakeholders. But after collecting this data, then what? It is just as important to leverage the data you collect to analyze how ready your organization is for change and measuring the impact of change activities.
Have you ever looked at that thing directly in front of you and just exhaled the word “Ugh” with a big sigh? I know I have, and I am pretty sure we all have at some point.
In December, I approached a friend about doing the 75 Hard challenge with me. I wanted to do a personal reset and knew that I needed an accountability partner if I was going to have even the slightest chance of being successful. She agreed and on January 2, we started our 75 Hard journeys.
The first post of this three-part blog series explained how a project plan and a contingency plan are keys to success. Whether you are planning for large-scale transformation or hosting a dinner party, having a plan and a back-up plan can reduce stress and help things to run smoothly. Today, we will cover tips and tricks for anticipating risk and planning ahead to mitigate risk in any project or your day-to-day life.
Change is everywhere. The average organization today has undertaken five large-scale changes in the past three years, with expectations of multiplying this number in coming years. Big or small, many of these changes are either directly driven by technology or have a strong technological component. Digital transformation efforts average a failure rate of nearly 70 percent, despite the right intentions.
In 1964, 60 years ago, Gilligan’s Island premiered on television. It told a tale of a fateful three-hour boat tour that did not go as planned, despite having an experienced skipper, a first mate, a professor, a millionaire, as well as other passengers with unique talents. It was not until the shipwrecked passengers were able to grab the attention of the Coast Guard that they were rescued. The sitcom gave us funny moments and still serves as a reminder of the importance of planning, leadership, collaboration, innovation, and using all the tools necessary to successfully navigate the (ocean) current.
As the age old saying goes, “A picture is worth a thousand words”. I, for one, would like to admire the picture rather than listen to the one-thousand-word description!
Whether your higher education institution is considering moving to Workday, mid-implementation, or a long-time Workday customer looking to get the most ROI, you want to know everything you can about the system. What functionality is available or coming soon? Can it meet all of our organization’s needs? How have institutions like ours leveraged Workday and what best practices can they share? TIPs can give you these answers and more!
As organizations running Workday prepare for the upcoming Workday Release on March 9, now is the time to begin preparing for the changes to come. Functionality your team may be accustomed to using may change or be removed. One function that we know clients will miss is Workday’s Benefits and Pay worklets. Learn what your team can do now to prepare for deprecation to prevent gaps in your organization’s operations.
As business technology continues to evolve at a rapid pace, relying on outdated, under-supported legacy technology can feel like living the same day over and over again.
Research shows that paid time off is one of the most highly valued benefits by employees. It is also a great way to combat burn out and manage employee mental health. Employees are entitled to paid time off; it’s needed and valued. When paid time off is mismanaged, however, it can become a burden for both employers and employees.