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I take great pride in my role as an HRchitect project manager. Mainly, I value the relationships I have the privilege of building as I am working alongside our clients and sharing their struggles, the tough spots of projects, and celebrating our collective successes. I was recently reminiscing with a colleague about an engagement for our client’s HCM implementation project. The project had all the outward appearance of success. Steps were successfully completed according to standard implementation practices. It was delivered on time and within budget, and the configuration fully met their requirements. However, it was really challenging to reach the finish line. When I reflect on this particular system implementation project, compared to others I have been involved in, I recognize there was a key missing element that could have made the entire experience much smoother for the client’s HR team. The missing element was change management.
Implementation Focus
Since day one, the core implementation team’s energy was focused on configuration, integration, testing, and the timeline. However, there was not enough focus on how this change would impact the people who would be utilizing the new solution every day—the team outside of the core implementation team. Early in the
