“If management does not request data from Workfront, employees won’t see the need to update Workfront.”.Expect (and plan for) resistance to change.” Plan to spend individualized one-on-one time with new users. “Conduct a “Where were we X months ago?” review to highlight the change and value Workfront brings to the organization.”.“Make it clear to everyone involved what they gain by the implementation.”.
“Make it clear what you are trying to achieve and why - being sure to include the benefits!”. “Ensure senior management buy-in from the start.”. 
“Engage the entire organization BEFORE starting the implementation.”. “Plenty of functional demos and explanations of the day to day benefits of using Workfront.”. “Manage expectations, identify blockers early and engage stakeholders throughout the process.”. WF open hours where system admins and group admins can help answer any questions.” “Trying to point the new users to the WF community, to help solve concerns/issues, have a WF Governance model in place. “Once Workfront are finished and ready to handoff, ensure that there is a team or person within the company dedicated to the system”. Reassurance that this is not the case helps enormously here.” People’s negative attitude to change is often driven be a perception that ‘the sky is falling’. “Clearly communicate to users not only the business benefit of the new platform and what is changing but, most importantly, what is NOT changing. Eventually, even the most stalwart opponents will see the value of the solution.” 
Being patient and calm, while listening to the gripes will help lessen the "hill of pain" that one experiences. there are going to be people who are going to naysay the implementation. “No matter how hard you try to make the rollout seamless, easy, etc.“Important to have leadership be on board to help push other groups to be willing to take part in workfront.”.We also are consistent in making staff use it.” “We drew a line in the sand and also showed them the benefit of reporting from the info.“Executive buy-in as well as middle management reinforcement.”.
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