Change is never easy, especially when it challenges long-held beliefs. In many organizations there’s often a tendency to lean into the familiar. The phrase, “If it isn’t broken, why fix it?” is echoed so frequently that it almost becomes a rule to live by. But in today’s fast-paced world, “working” isn’t enough. To grow, we need to evolve.
As an IT company, we pride ourselves on innovation in our products and services, but internally, our HR practices weren’t always keeping up. A key example here? Our use of a powerful HRIS (Human Resource Information System) that, for years, was treated as a basic tool for attendance and leave tracking.
The Resistance to Change
Zoho had been part of our setup for years, but its capabilities were only scratched at the surface. Despite its potential to streamline and enhance processes, many tasks were still being handled manually, leaving teams overburdened and prone to errors.
The primary reason? Mindset.
- HR teams were accustomed to older processes, hesitant to dive into features they’d never explored.
- Employees felt sceptical, viewing new systems as disruptive rather than helpful.
- The underlying sentiment was, “We’ve been managing just fine; why complicate things?”
But “just fine” wasn’t enough. While our tech teams were innovating for clients, internal workflows were still manual
Rethinking What Isn’t Broken
The reality is, change isn’t about fixing the broken — it’s about improving the functional. Even systems and processes that seem to “work” can do so much more if optimized. With Zoho People, we started asking, “What’s possible?”
By shifting the focus to exploration and improvement, we discovered capabilities that transformed the way HR operates:
- Automation: From attendance regularizations to leave approvals, automation reduced manual interventions, saving hours each week.
- Centralized Data: Employee information, skill records, and performance metrics were no longer scattered but integrated into one accessible system but still has a lot of catching up to do!
Overcoming Resistance
Implementing these changes wasn’t without its challenges. There was hesitancy, pushback, and the inevitable learning curve. However, we approached it step by step:
- Communicating the ‘Why’: It wasn’t about adding complexity but simplifying lives. Every change was framed as a way to reduce workload, not increase it.
- Showcasing Wins: Small victories, like faster onboarding and seamless performance tracking, were highlighted to build momentum.
The Results Speak for Themselves
What started as an exploration of Zoho People’s possibilities has become a complete transformation of how HR operates at Remiges.
- Time Saved: Repetitive tasks are now automated, allowing HR teams to focus on strategic initiatives rather than administrative burdens.
- Improved Employee Experience: Self-service features empower employees, giving them more control over their records and requests.
- Scalability: Structured processes mean that as we grow, our HR operations can scale effortlessly without additional strain.
The Bigger Picture
The success of this transformation goes beyond the tools themselves. It’s a testament to what happens when we challenge the status quo. By shifting from a mindset of “good enough” to “what’s better,” we’ve not only improved efficiency but also fostered a culture of continuous improvement.
In HR — and across all teams — the lesson is clear: change isn’t about fixing what’s broken but unlocking what’s possible. It’s about recognizing that even the most stable systems can benefit from a refresh. After all, why settle for working when we can thrive?
We all need to learn and accept that embracing change isn’t just about processes or systems — it’s about people. And when people grow, so does the organization.
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