Three factors that are important to change management when implementing a Learning Management System (LMS) are management buy-in, communication, and organization.
All three come down to making the employee feel safe about the change that is occurring. If management resists the transition into your new LMS then employees will not feel as though it is a priority. If the change is not well communicated, they will feel as though they were not considered when the change was planned and implemented. Lastly, if the project is not well organized, this will be apparent to your employee audience and they will lose faith in its legitimacy.
When change management is not taken into consideration we are left with employees who feel the change is a low priority, ignored their consideration, and lacks organization. Each of these factors will lead to lower adoption rates among employees. If training is a requirement of the organization, employees may even begin to resent the change that has been forced on them. Again, this all comes down to employee’s feeling safe and comfortable.
Three best practices to meet these challenges include: