Culture and Change: Why People Make or Break ERP Programmes
ERP programs are often framed as technology initiatives, but the truth is that people define outcomes. No matter how powerful the system, projects succeed or fail based on culture, behavior, and change management.
Why People Make or Break ERP
- Adoption over configuration: Even the best ERP system fails if users reject it.
- Culture eats strategy for breakfast: Misaligned mindsets can derail the best project plans.
- Leadership trust: Without visible sponsorship, employees won’t buy into change.
The Cultural Challenges in ERP Projects
- Resistance to Change: Users often prefer legacy systems or manual workarounds.
- Fear of Job Impact: ERP rollouts can trigger concerns about redundancy or skill gaps.
- Fragmented Cultures: Global organizations struggle to align different working norms.
How to Align Culture and Change Management
- Early Engagement: Involve end-users during design to build ownership.
- Transparent Communication: Explain the “why” behind transformation.
- Champions Network: Identify local influencers who can promote change.
- Continuous Training: Go beyond go-live with up-skilling and support.
Case Example (Anonymized)
A global FMCG company deploying Oracle ERP faced high resistance from its regional teams. By launching cultural readiness workshops and creating local “change champions,” adoption rates improved by 40%, ensuring the program delivered its value.
Why Change Management is Strategic
- It reduces resistance and accelerates adoption.
- It builds confidence and morale across teams.
- It ensures ERP delivers long-term ROI instead of being seen as a costly IT project.
Conclusion
ERP isn’t just about technology — it’s about people. Culture and change management aren’t side tasks; they are core enablers of success. When organizations invest in people, ERP programs thrive.
