Before you go about the change management implementation make sure that you are prepared for that. Identify the change that is required and analyze it. Analyze the impact of the change on the existing processes and the business. And roles and the responsibilities of the staff concerned should be very clear before you implement the change requested.

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The support of the key individuals should be got before you go about the change. This is because there might be resistance to the change in any organization. The key individuals would be driving force in making others accept the change and go on with it. So you have to gain the confidence of the key stakeholders and then implement the change. You have to educate the users about the benefits of accepting the change. This will enable them to cooperate. Find out the risks involved in the change implementation and then carry on with it. You should know clearly why the change is required and find a suitable method to implement it.

All the personnel who are affected by the change should be involved in the implementation process. Communication is an important aspect in change management implementation. The concerned departments should be intimated of the change and the impact of it. Appropriate reward system should exist to encourage others to accept the change and follow it. If there are any weak areas, it should be identified and improved. Monitor the changes that are done and measure the factors that affect the change. Based on the feedback and the measured factors, review, analyze and modify the changes if necessary.

Since it is not easy for the users to work on the new features readily, there must be a training given to them. Support staff should be there to guide the users to work on the new and the improved features in the system.