PopSugar - PopSugar has saved hundreds of hours after they switched. In their case, employees didn't just adopt Google Apps, they become more engaged with it
Brico - Brico, an Italian home improvement chain, came to Google Apps for Work with the following goals.
For the composite customer, there are nearly 1 million dollars in productivity and collaborative gains over a 3 year period after the switch to Google Apps for Work.
Before any of this can occur, your team needs to have fully adopted Google Apps. Organizations currently running Outlook or an alternative cloud will encounter push back from users.
Some users in your organization may have never used Google products and lack the skills to use it. Others, still, may be skeptical about the need to switch. To get users on board, you need to make it clear that this change will be for the better.
As an IT leader, you know that Google Apps for Work has its advantages. PopSugar and Brico are among the companies to have experienced the positive changes in collaboration and efficiency. Yet, you need to get the top decision makers in the company to support the migration.
To get the green light on deploying Google Apps for Work, you must prove the merits of the system to the execs. In addition to showing them the kinds of evidences and case studies listed above, you should: Present your change management plan to them - Your Change Management plan should align with the company's culture.
Other Executives will want details such as:
If your proposal is approved, you will have secured the access to internal and external funding and resources and the executive commitment to support your plan.
When workers don't want to make the switch, they can halt the entire migration process and cause fractures allow over the organization. By simply latching on to legacy systems, employees can cause numerous problems for IT departments and put migration at a crawl.
To combat this, single out the Influencers among your employees. Who is already using Gmail for their personal email? The people already familiar with Google can introduce their reluctant peers to the benefits sharing, collaborating, chatting, and conferencing with Google Apps.
Ask the leaders of each departments to select a few Google Guides. Like influencers, they help hesitant or confused employees make the transition. However, their role typically has more responsibility.
When workers have questions about a Google product ("How Do I..."), they provide a form of on-floor technical support. This reduces the strain on the IT department, decreases the need for outside help and keeps users from getting frustrated while allowing users to ease into Google Apps.
Internal marketing sets the expectations for migration and promotes a positive attitudes for the change. Emails, links to resources sites and training tips give your user time time for the switch. Place posters in break rooms as reminders. Hold meetings and session so that employees learn why migration is occurring and how it will benefit them.
When it finally becomes time for deployment, you should continue to communicate with your employees regarding equipment changes and service interruptions. Employees can then prepare for changes without feeling too much hassle.
During this process, survey your employees. Find out about their opinions and skill sets. Based your inquiries on the legacy system's functionality and familiarity with Google. Note any concerns they have with the migration.
Once you have gotten the workers and leaders in your organization behind you, you can begin moving forward with Going Google.