Gearing up for our upcoming Workday® implementation has been an adventure, to say the least. I’m amazed when I look back and reflect on all of the things I’ve learned so far. But when people ask me about the most important challenge for HR leaders to address during a Workday® implementation, I always go back to the same thing. Culture. Of course, transitioning to a new HCM is a big project — one that will inevitably have some effect on the organizational culture. What many leaders don’t realize is the actual magnitude of this effect and all of the ways it changes the way teams and employees work. Below I’ve mapped out some of the main ways your Workday® implementation can affect organizational culture — for better or worse.
Your Workday® implementation isn’t magic

Dive Deeper: Don’t Attempt an HCM Implementation Before Addressing These 5 Concerns
Process creation forces you to answer challenging questions
The example above describes a clear opportunity to improve the employee experience. However, designing some processes will raise new challenges to the surface — the effects of which can have a broad impact on the organizational culture. One thing our project team had to confront when designing our key processes on Workday® is deciding who will have visibility into what information. For example, at which level will managers be able to see employee salaries? Who will control the process of initiating promotions? Who will have visibility into an employee’s performance review? When designing processes that answer these questions, you’re not just making technical changes, you’re making decisions that affect management and hierarchies. You have to ensure your managers are prepared for this level of transparency and the new responsibilities that come with it. Otherwise, you’ll face the consequences of information misuse and lack of accountability.Empower your employees with a ‘single source of truth’

Take a proactive approach to change management
Merging the functionality of many apps into one platform — Workday® — means employees have to say goodbye to systems that they’re used to using. We realized that sunsetting these systems could generate a fair amount of anxiety and even resistance among employees throughout the organization. But by anticipating this in advance, we can also prevent it. By making user onboarding a top priority in the Workday® implementation process, we’ll have a far better shot at avoiding resistance and providing the easiest possible transition. Just because a platform has powerful capabilities doesn’t mean it’s intuitive or easy for employees to figure out on their own. Adequate software onboarding is fundamental to a successful roll-out.Like what you’re reading? Subscribe to the blog for fresh insights delivered right to your inbox!
Consider the cultural impact at every step of the way
We’re still learning at every phase and every step as we prepare for the roll-out. There will be more challenges, more questions, and more opportunities to consider. As we navigate this exciting journey, we’ve established a key rule. At each touchpoint, we stop and ask, how will this change affect our employees? It’s imperative for HR leaders to remember that the success of your HCM — no matter which one you choose — is determined by its usage. Your task is to make it valuable to the whole organization and ensure all of the changes it will bring will elevate the employee experience. By keeping the cultural impact at the center, you can be better prepared for all of the employee challenges that come with a large-scale transition and make your implementation a success.WalkMe’s Digital Adoption Platform (DAP) transforms the user experience in today’s overwhelming digital world. Using artificial intelligence, engagement, guidance, and automation, WalkMe’s transparent overlay assists users to complete tasks easily within any enterprise software, mobile application or website. Discover how a DAP can revolutionize your business.