When implementing new technologies and their corresponding processes, make sure those impacted understand the what/how/when/why of such a shakeup to their professional routine.
If your employer decides to introduce something cutting-edge, or even something about-darned-time, more than a few of your coworkers will balk at the suggestion that what they’ve been doing up until that point has been adequate for only the olden days. Although they won’t admit as much, many people consider a job to be a necessary evil which they must endure for the sake of what they consider to be their real life. Such people, despite making apparent career missteps, might in any case be valuable to the company at least to the extent that replacing them would be more of a hassle and expense than it would be worth and it is they who will therefore present the biggest change management challenge.
They don’t know what’s being changed, and they don’t particularly want to know because they prefer to concentrate on their Monday-through-Friday duty to pick up their kid from daycare. They don’t know how the change is going to take place, and they don’t particularly want to know because they wouldn’t have taken the position in the first place had they known that it would sometimes seem like school is back in session. For them the when of the project to implement a new technology is always too soon for comfort, and the why is typically more of a “Why me?” whine.
Don’t get too down on them. They are, for the most part, afraid, and even though such fears are, for the most part, unreasonable, many who so much as perceive a fearful future will do what they can to prevent any of the changes which might present the professional challenges they’d rather avoid. They don’t understand their own genuine influence often to the point of wondering why their employer’s competitors are eating it alive as they try to ensure that no one need ever keep up with the innovating times.
Indeed, that is how socialism destroys societies. Corporatists want time to stop so they won’t ever face the cost of retooling or retraining, while welfarists want time to stop so they won’t ever face the limitations of their current skill set. Be instead a business manager who wants their coworkers to help them demonstrate to competitors how the not-so-scary changing times are always leaving behind the fearful.