Expect resistance
SCIO is a change. It will make a big difference to your organization both in productivity, visibility and the way you manage it, but it is a change nevertheless: as all changes it needs to be managed correctly to avoid pitfalls; and as all changes it has adopters, resisters and undecided.
As a rule of thumb, expect your employees to be split as follow:
Time is of essence, as resisters will try to influence the undecided and make your onboarding more difficult.
Every person, with no exception, goes through his/ her change curve when facing some changes. Length and intensity of the curve or its phases can vary but remember we all experience it.
Shock
Employees and teams are taken aback by the announcement. They will wander what the change is about and why it is happening. Employees and teams will try to prove their worth to the company.
Denial
Employees and teams look for reason why the change will not happen. In larger organizations, the existence of established procedures serves as reassurance that change will indeed not happen.
Frustration
Individuals and teams are frustrated because they feel as if they are setup to fail and the frustration itself becomes an impediment to productivity.
Depression
Team members question their role in the organization and become less motivated. Enthusiasm is at lower point preventing engagement and higher productivity.
Bargaining
Despite a timid initial engagement with the new situation, teams and employees are avoiding the change, delay it or attempt to sell a more acceptable or less uncomfortable alternative. Productivity continue to suffer.
Acceptance
The change has taken place. The employees accept there is a new way of doing things and appreciate the importance of learning new method and procedures.
Integration
Employees and teams work with the change and finally integrated into their lives which allows them to move along with the new company ways. The old situation no longer exists, the new way is established, energy and productivity are high.