Best Practices for RPA-Change-Management at a glance
Robotic Process Automation (RPA) helps automate operative routine tasks, creating time for specialists to concentrate on their core and competent skills. Many companies have already launched their first pilot initiatives. However, it often becomes quickly apparent that RPA-solutions require more than just technical and organizational measures. The most important thing is to introduce the employees to the new technology and bring them along an exciting automation journey.
A professional RPA-Change-Management raises awareness for sustainable improvements in the company and paves the way for digital transformation. The IT provider AKOA – Another Kind of Automation – recommends 8 concrete methods that favor a successful RPA-Change-Management:
1. Create a solid base!
A thorough RPA-Governance-Framework provides a strong basis for automation. Based on the existing principles and the overall culture of the company, the rules, processes, roles and responsibilities should be clearly defined right from the start.
2. Be proactive!
Open communication from the start plays a major role in RPA-projects in order to recognize critical problems at an early stage and address them before they arise. Therefore, false associations with automation technology can be avoided.
3. Recruit Change Agents!
The employment of multipliers within the company helps bring people together. Your employees are experts on the daily processes and can therefore support you in identifying suitable RPA candidates, innovating new ideas, taking projects forward and optimizing processes.
4. Explain the backgrounds!
Introducing RPA and its related resources enables new and attractive possibilities and tasks. Target and group-oriented statements about the robot’s benefits make the changes more appealing to your employees.
5. Make change tangible!
Developing your own little Bots and helping interested employees participate in RPA-trainings provides a clear and practical foundation for your staff.
6. Hold open dialogue!
The aim should be to understand and address potential concerns about RPA. As each company has its own structures, your employees’ feedback is very valuable in the optimization of the automation process.
7. Let your employees participate!
By creating opportunities for participation, your employees are given the chance to contribute to the success of your company. As a basis, it is important to inform your employees about the potential and endless possibilities of automation. By being open-minded, you gain the benefit of new ideas and trust.
8. Lean back!
The success of the RPA-Change-Management does not happen over-night. Your employees need time to familiarize themselves with these changes. Therefore, it does not help informing them through endless channels. It is better to lean back and give the process changes some time.
Based on AKOA’s experience, the RPA-Change-Management should start with the initial Pilot and continue for at least 6-12 months. At the end of this time, the employees can decide if automation will further become a success for them!