Implementing a new software program can be a challenge for a number of reasons. But those challenges can be overcome with foresight and planning.
One of the biggest hurdles is the potential resistance that you may encounter from some of your workforce. Just because you’re excited about your shiny new software doesn’t mean everyone else will be!
5 Steps to successful maritime recruitment software implementation
Here’s how to deal with that, as well as other steps to take to make sure that adopting a new way of dealing with things is plain sailing.
- Explain why you’re adopting new software
Resisting change is human nature to many of us. Even if we’re not particularly happy with the way things are currently being done, the thought of upheaval has many of us thinking ‘better the devil you know’.
Change will be easier to accept if you tell your employees why you’re implementing new software. And, crucially, you need to demonstrate how it’s going to make their lives easier.
Tell them what your new software is, what it does, how it works, and why you chose it. Let your people know early on you’ve decided to implement it – don’t drop it on them the day they’re meant to start using it.
(And don’t forget – you can always quiet any dissenters by reminding them of all the times they complained about the current way of doing things and how this new platform will take care of those issues!)
- Find internal influencers
By this we mean people within your organization who you can count on to get onboard with the changes and who will encourage the more reluctant members of the workforce to adopt the new system by talking about its benefits.
When it comes to implementing new software you’ll find your people are generally split into groups: those who embrace the idea of a new system, will learn about it and put it to good use. Those who will wait and see how the ‘early adopters’ behave and who will then pick up on their enthusiasm and start using the software.
Then there’s the third group who may begrudgingly start to use the new system only after you’ve made it clear that this is the way things are going to be run from now on.
And you may even encounter a fourth group who are extremely resistant to change and who will cling to earlier ways of doing something for as long as humanly possible, only adapting once you remove all other options.
- Determine who is responsible for roll out
Implementing new software is rarely without a hiccup, no matter how good the vendor and the product. You therefore need to assign key employees who can act as authorities on its usage.
If you were part of the sales process and were a decision maker in subscribing to the new software, make sure to pass on any knowledge gained, as well as training manuals to your roll out team.
- Show people how to use the new software
Even the most ardent early adopter is going to be hard pushed to get excited about a piece of software they know nothing about. As well as training your ‘influencers’ so they can understand how to use the system and enthuse about its benefits to their coworkers, you need to make sure the entire team undergoes training.
If possible, hold at least one training session that is conducted by the software’s supplier. After all, there’ll be few people more enthusiastic about it – and that will hopefully rub off on your people! Some vendors will train all users while others will train a ‘power user’ who will be your company’s go to person.
- Make your new software the norm – ASAP
If your new software is only half migrated you’ll likely find that 1) employees are still using your old system wherever possible, and 2) they’re confused and even more resistant to change.
Fully migrate to the new system as soon as possible. Transfer data and content over as quickly as you can, or integrate existing HR systems or maritime recruitment platforms.
This will not only force the hands of those who are complaining about the new platform, and will help all users familiarize themselves with the new software, but it will also mean that your workflows start, well…flowing.
How Martide helps shipowners implement our SaaS
We know deciding to switch to a new system can be stressful. Will the reality match the sales pitch? Will the majority of your workforce freak out over the change? Will the time it takes to migrate cause major disruptions for your business?
It’s completely understandable!
However at Martide we do everything we can to limit the impact of implementing our maritime recruitment and crew planning Software as a Service.
For a start, a friendly member of Team Martide will provide you with a detailed demonstration, helping you to familiarize yourself with the way in which our platform works.
The other good news is that Martide is compatible with existing crew management, Human Resource and recruitment platforms, thus minimizing the pain associated with migrating new systems. Our private API enables custom integration, including for ABS Nautical Systems Enterprise, Cloud Fleet Manager and C Teleport.
Ready to find out more?
If you’d like to know more about implementing Martide’s custom built crew planning and maritime recruitment Software as a Service, get in touch with us today. We’d love to tell you more about how we can help streamline your shipping company’s operations.
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