Implementing a mobile workforce management solution system is a people-centric transformation that demands robust change management strategies. Organisations choose mobile-first solutions to equip their people with real-time access to essential information, streamline operations and drive greater efficiency across their workforce. Whilst these capabilities are easy to use, they still require robust change management strategies so that people know what to expect.
Next Generation, an HR Path company (NGI), specialises in helping their customers implement workforce management solutions on a global scale. Their technical expertise to implement helps these organisations realise the full potential of these solutions using proven change management practices. Their relationship with WorkForce Software, an ADP® company, spans over 10 years. Adrian Molato, vice president of consulting at NGI, shared his three essential strategies that can help lead to mobile workforce management implementation success.
“Many newer projects and companies we’ve been working with are going with a mobile-first approach. Where end users have all the capabilities of their smartphone.”
Adrian Molato | Vice President of Consulting, Next Generation, an HR Path company
What is change management?
Organisational change management (OCM) is a structured approach that helps individuals, teams and entire organisations successfully transition from their current state to a desired future state. Adrian explains, “Change management isn’t just about people: it’s about procedures that ensure project success.”
This approach begins with a deep understanding of the operational realities facing today’s organisations. Labour shortages, complex rostering and compliance pressures mean that workforce management is both a strategic necessity and a daily challenge.
NGI found that focusing on end-to-end change management strategies helps keep every stakeholder prepared and engaged throughout a transformation. Adrian notes, “We’ve had notable success with a multinational organisation where we incorporated a scalable rostering solution that reduced overtime costs and increased compliance.”
Three change management strategies for mobile workforce management implementation
1. Executive buy-in and leadership engagement
No transformation succeeds without strong executive support. Adrian recommends partnering with leaders to secure buy-in early so that new processes and systems are championed from the top down.
“If you get executives to follow what’s being changed, whether it’s a new system or a new process, having them incorporate daily ensures that they are going through the process as well and can then initiate that change in tandem with the rest of the company.”
2. Early and transparent communication
Transparency is vital. The earlier conversations begin, the smoother the transition. Open communication about what’s changing, why and how, reduces resistance and anxiety. Even when all the answers aren’t known, getting questions out in the open helps people adjust throughout the process.
3. Inclusive stakeholder engagement
Change champions exist at every level of an organisation and should not be limited to executives. Next Generation flattens the hierarchy by involving everyone: HR, operations, frontline workers and timekeepers. This inclusive approach gives end users ownership of the solution, making adoption smoother and more sustainable.
The value of modern job rostering
Modern workforce management solutions are designed for the realities of today’s deskless workforce. Additionally, mobile-first systems give people the ability to manage time off, swap shifts and communicate with managers directly from their smartphones. Managers, in turn, gain real-time insights, approval capabilities and flexible rostering tools, all from the palm of their hand.
A key benefit is integration. Mobile-first workforce management solutions should connect seamlessly with Human Capital Management (HCM), payroll and Enterprises Resource Planning (ERP) systems, giving leaders a holistic view of their workforce, not just hours worked, but broader impacts on HR, finance and operations.
The future of workforce management
Whilst AI is not yet the centerpiece of workforce management, NGI is already preparing organisations for its future potential. As technology and business needs evolve, the company remains committed to guiding clients through each phase of transformation, ensuring that whilst implementing new workforce management solutions they continue to maximise their long-term value.
Whether your organisation is planning a workforce transformation or looking to refine its current systems, a combined focus on technology and change management provides a roadmap for success. The right WFM solution, implemented with empathy and expertise, equips your people and sharpens your operational edge.
See the full interview to learn more about Adrian’s strategic insights on the value of mobile workforce management solutions.
