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AgriSync & Change Management: 5 Tips for Getting Employee Buy-In

As customers' communication preferences and purchase behavior change,  businesses understand they too must change to better serve their customers. Finding the right tools or platforms to meet customer's evolving needs is only half the battle.

Having a transition plan for implementing new tools will provide confidence during times of change. Successful plans start with clear and concise communication. While managers are tasked with finding solutions like AgriSync, they're often met with resistance by employees uncertain of change.

Use these 5 tips to get your employees all-in on AgriSync and hit the ground running from day one.

1. Set up your account

Take the time before you roll AgriSync out to your employees and set up your account correctly. Have a road map of how you are going to use the platform as a company. Importing contacts, setting up customer Segments, and creating Ticket Tags before you have employee training can help ensure a successful start.            


2. Declare the Vision

Clearly state to your employees why your company is using AgriSync. Show employees where the company stands regarding the customer experience and what the vision is for success. Reinforce the value in a customer-centric approach and how it will positively impact their positions and how you measure success going forward.  


3. Assign Roles and Goals

Make sure the roles you assign to each person play to their strengths. When people are set up for success, they are more motivated to achieve. Nothing will get done if you have a big-picture person working on detail-rich tasks. Be clear with each employee. Let them know their work is vital to the company's success. Set measurable goals and let employees know how they will be held accountable.


4. Addressing Resistance

Be ready to address instances where you see resistance. This is important for two reasons: First, small problems have a nasty habit of ballooning into bigger ones. Second, you don't want unhappy employees poisoning the minds of other employees who have already bought in.


5. Be prepared to change direction

Just as employees resist change, sometimes managers fail to realize that our own changes aren't working as designed. Make sure you have the right advisors on the platform and solicit their feedback for changes needed. Be prepared to take the advice they give and adjust your plan. This could lead to some mid-course correction or scrapping the original plan for a new course of action. Listening to your employees is the ultimate sign that you value the buy-in they have for the success of the company.