How Do I Motivate Employees Who Don’t Want To Be Trained On New Software?
Posted by benny in FreeWare on December 25th, 2009 | 6 responses
We’ve purchased current software but everyone wants to use the old stuff (1998) version because they “know” it. I need them to buy in or ship out.
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6 Responses to “How Do I Motivate Employees Who Don’t Want To Be Trained On New Software?”
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I used to work for a company where we used DOS-based software and needed to upgrade to a windows-based environment for the new ‘banking software’. Several of our employees balked at the idea, so what we did was we set up “New Software Training” classes and informed the company that they had to attend these classes within a specified period of time or give their two weeks notice and find employment elsewhere. (Ok, it sounds like it was said harshly, but it really wasn’t that harsh) Bottom line is: In order to be competitive in any market, you, your company AND your employees have to be flexible to changing times AND software. If the employees refuse, you can always find someone that is willing to learn and grow with the trends of the company.
there’s a couple of things to look at here….first of all, do your employees know for sure that this new software has all of the bugs out of it and that it would work better than the current program? some people who deal with computers all the time have a sixth sense and know when new things are outlandish and more difficult.
Everywhere I’d been the company has invested in a week (about 6 hours a day for a week, and paid time by the company) of training on the new program, new computer, or new whatever. Did your company offer this?
Would it motivate your people to know that if (you tell them that if) they don’t learn the new program (no matter what it is) that they would not be able to move up, or move up to better pay, or move up no matter who else they went to work for? because nothing stays stationary, you have to keep learning on the job.
Of course your state may be a “work at will” state and you might not have to give them any reason at all for why you are letting them go. But I undersand your desire to keep employees and not waste money on them if they won’t stay. So determine those you think who will be staying or moving up, and the rest keep them in jobs where what they have learned they will keep that knowledge and eventually be left out and not qualified to stay with your company.
The new people you hire, well you need to know that they are interested in new things, in keeping up (with the vision of the owner)..
Maybe you should explain that if you bring in new people who don’t know the “old stuff” they will be more than willing to learn the software & appreciate the job. Ask whomever doesn’t want to participate to turn in their resignation.
Maybe it would be best to setup a class where everybody is learning it together. 1/2 hour or 1 hour per day at the beginning or end of the shift.
What most employers are subconsiously suggesting is:
A. Learn the new software
AND
B. Have no interruption whatsoever in production
The math alone shows that can’t work.
If it takes 8 hours to get something done now, then the task of learning something new on top of that, is EXTRA time.
You have to give the EXTRA time if you want this to happen.
Once everybody is up to speed, then the software saves time.
I’m just saying there is a TIME INVESTMENT that you have to provide.
offer an incentive. food at trainings really helps hype. Or a stiped or like 50 bux to attend the training and have some sort of project or demo that they completed it and understand it
Positive reinforcement:
Raise, gift card, bonus, tickets to a ____ game, free food at training.
Negative reinforcement:
No raise next year, Layoff, demotion, loss of privilege.
Positive reinforcement usually works the best.