Introducing a new software to employees isn’t easy and requires some thought and planning. Why? New technology changes a lot: workflows, working conditions, and enjoyment of work. We humans are resistant to change - unless we know exactly how a new software will solve our problems, we’d rather not take any risks with using it.

We have seen many clients struggle with this and are happy to share some tips we’ve learned along the way. Here are our top 5 things you can do to make OneUp an instant success with your team:

Before going live internally, get your team together and introduce OneUp. It’s good to explain its benefits for the team and offer them a chance to raise concerns and ask questions.

Keep in mind that getting used to this new tool may be uncomfortable at first. In particular, transparency on performance and driving competition might sound scary for some of your team members. Highlight how you want to drive a positive culture and discuss the benefits that OneUp brings for the common pain points below.

Make sure you’ve completed the setup and ticked off all the tasks in your Onboarding document. You want your team to be excited about OneUp and this means making it look good 😍

Set up targets, an amazing slideshow and some competitions or team missions.

Don’t just send your team the invite to OneUp and assume they will know what to do. Before you invite your team to the platform, we recommend doing a quick training session with them or sharing our Introduction to OneUp video tutorial. They will be able to familiarise themselves with the platform before starting to use it. Let the team at OneUp know if you have any team leads or managers that haven’t taken part in the initial OneUp training - we can provide additional videos and links to Knowledge Base articles to get them started.

Confidence in the new system is critical in those first days and weeks. The data on OneUp is only as good as what your team is logging on your CRM/systems. Part of the training should also be to look at your current processes and ensure everyone understands the single, correct way to log activities in your CRM going forward. Ask your Implementation Engineer or check your Onboarding document if you’re unsure on how OneUp is tracking your metrics.

A launch incentive (e.g. a league) with a nice prize is always a great way to get everyone excited and roll out the platform with a bang! Why not ask your team about what incentives particularly motivate them? Getting everyone involved can boost engagement with the platform.

After this, empower to your team leaders/managers to keep the incentives going. Rather than running large company wide incentives decided by the executive team, grant a small budget to each team leader and give them the ownership to run little incentives within their own teams to drive performance on a more frequent basis.

Make OneUp an integral part of everyone’s workflows.

Particularly in the first few months, usage of a platform is very much driven from the top down. By creating workflows and pushing your team to make OneUp part of their daily and weekly routines, you are going to get the most value from it.

Managers should use OneUp in weekly team meetings and 1-2-1s and encourage everyone to use the daily digest emails or calendar reminders to log into OneUp to plan their daily/weekly/monthly tasks. Agree on a schedule for running regular leagues and missions for longer and shorter timeframes to push performance in specific areas. The more you encourage the above, the sooner you will see the positive impact the platform has on your business.

💡 Top tip: Create an incentive on usage for the first month and ask your CSM to share the usage stats after 4 weeks and come up with a nice reward for the best user of the new platform.

Following the above steps will set you up for success and help you get to that ROI the quickest way possible. If you have any questions, your CSM is always happy to help 😊