Navigating Change Post ERP Implementation

Preparing for life after go-live involves a range of different steps and processes that must work in tandem to ensure the system and business work with each other. For a business entering the post-implementation stage of its system lifecycle, having the proper protocol in place that accounts for the degree of change involved after go-live is critical for project success.

Many organisations face a difficult transition period that could result in costly disruptions if not managed effectively. In this blog, I will be discussing how clients can prepare for the stages after and strategies to ensure a smooth system lifecycle, minimising the impact of such transitions.

Common Challenges Faced Post-Implementation

One particular aspect of the futureproofing process that I see neglected by many is the change of skillsets that will inevitably happen at this stage. That is to say, the afterthought regarding how the expertise of contractors due to finish will be replaced once lost. Counterintuitive as it may seem, it often occurs due to the lack of foresight in accounting for issues that can arise down the line and just how much aftercare support their team will need.

I had a recent example of such when helping a client replace a contractor due to finish after the end of the project. The project was delivered through a time and materials contract; however, it turned out the customer needed additional support post-go-live from a permanent resource which the contract didn’t forecast. This led to a real struggle in sourcing the talent needed at such short notice, with lack of available budget and flexibility making it difficult to make both parties happy.

As you can see, business needs can shift quickly, and the demands on your team can change as the project progresses even after go-live. While your contractors will be brought in to handle specific tasks, or oversee certain phases of the project, as the systems evolve, new challenges can arise. It’s essential to plan well in advance for these changes to keep the knowledge within the team.

The good news is that there are proactive steps businesses can take to avoid these errors. By planning ahead, businesses can ensure continuity and optimise the system lifecycle even after the contractor is no longer on the payroll.

Succession Planning: It’s Never Too Early

A good starting point is to begin thinking about who will replace the contractor once they leave. Having a clear plan for succession not only smooths the transition but also helps avoid the above issues that last-minute scrambling can cause.

It’s also important that you plan for the possibility of changing responsibilities as the project evolves. As the focus of the project post-go-live may shift to maintenance, different skillsets may be required.

One of the most valuable things a business can do is ensure that critical skills and system knowledge is transferred from the contractor to the successor before the former leaves. Their value doesn’t have to be limited to the expertise they provide, and in this way, they can still play a crucial role in your long-term success if used strategically. This also eases the pressure on the incoming hire and enables them to hit the ground running from the get-go.

The Value of a Freelancer in Your System Lifecycle

Although a permanent hire is often the preferred option when deliberating on who to take your contractor’s place, few options are better than a freelancer in the present market. This is due to the many benefits their experience they have on working on projects at various stages of completion throughout an entire lifecycle can provide. Particularly if your implementation requires specialist expertise to fix existing issues, their flexibility of approach and perspective can be critical to delivering effective solutions.

The advantage of having their sole focus on a single project rather than on multiple ones, and the fact that they are a cheaper option most of the time than a contractor, means you get more output at a reduced cost.

Client Case Study

One such client got to experience the benefits of working with a freelancer when they turned to us for support in hiring expertise to save a failing implementation.  After implementing IFS Cloud, they encountered unanticipated difficulties with integrating legacy systems. With the initial project team wrapped up and no in-house expertise to resolve the integration issues, they needed a swift solution to keep the project on track.

That’s when we suggested a freelancer that could work alongside their Solutions Architect and the IFS Developer to create an action plan and deliver the changes that needed to happen. This decision proved to be the game-changer they needed. The hired freelancer quickly diagnosed the problem areas and formulated a practical action plan that aligned with the company’s needs. This not only gave them the skills their project needed but also offered them flexibility in managing their budget and timelines.

For businesses in similar transitions, the benefits are clear: with the right freelancer on board, you gain access to niche expertise and a cost-effective solution to manage the bumps in the road that inevitably come with any system implementation. It’s a strategic move that ensures your project stays on track while keeping long-term costs in check.

Bring in the Experts

Perhaps the most crucial step in navigating change during this transitional period is engaging an expert that can aid in your early. By doing so, you not only tap into a wider talent pool that might otherwise be out of reach but also gain the expertise needed to ensure your workforce is aligned with any evolving demands of your project.

No matter where you are in your IFS implementation, partnering early with a recruitment expert helps ensure that your investment is well-informed, aligns with current market rates, and significantly increases your chances of attracting the right talent.

Whether you need talent on a permanent or freelance basis, we’re here to connect you with the best the market has to offer. Our approach is all about providing you with options, designed to meet your unique needs no matter where you are in the hiring process. Even if you’re still in the planning phase or need guidance on shaping a job specification, we’re here to support you every step of the way.

If you're looking for the right expert to strengthen your team, contact our team here.