Here’s the deal: change management matters—a lot.
Let me tell you about a conversation I had last year with a leader at a large, fully remote company. They had recently implemented a shiny new software to replace a legacy system that had been holding on for dear life for over 20 years.
Sounds promising, right?
Wrong.
Ten months in, the wheels had fallen off.
The team hated it.
And when I say “hated,” I mean they were practically rioting in the Slack channels.
The Problem(s):
The software didn’t match how they actually worked. (Who exactly designed this, aliens?)
It created more manual work. (Why automate when you can overcomplicate, am I right?)
Training was a joke. ("Here’s a login. Good luck!")
Zero consistency across teams. Everyone just made it up as they went.
And here’s where they really faceplanted: They ignored the PEOPLE side of the implementation.
So, what happened next?
In a desperate attempt to quell the rebellion, they went back to their old (and equally awful) system.
The result?
Millions of dollars wasted and the chance to harness actionable data flushed down the drain.
Moral of the Story:
Leadership, pay attention—your tech is only as good as your team's ability (and willingness) to use it.
Let’s dive into the three unpopular truths about change management:
HOW you implement new software matters more than WHAT software you pick. No amount of bells and whistles can save a botched rollout.
The PEOPLE side of change is non-negotiable. You could have the fanciest tech in the world, but if your team hates it, you’re sunk.
Best-in-class tech might not be the best for you. Flashy features don’t mean squat if they don’t solve your specific problems.
Questions to Ask Before Signing the Dotted Line:
What’s your vendor’s plan to onboard you and get you live?
How invested are they in your success (beyond cashing your check)?
Are they helping you spread awareness and train your team?
What best practices do they offer to support change management?
Pro tip: Just because a tech company charges a ridiculous amount and has a killer marketing campaign doesn’t mean their solution is a slam dunk.
Bottom Line:
If you’re not factoring in the people side of change for your next big project, you’re setting yourself up for a very expensive failure. So, leadership, consider this your wake-up call. Implement smarter, not harder. And maybe, just maybe, your team won’t be Googling "how to overthrow management" by the end of Q3.
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