Early adopters are essential to driving awareness, adoption, and education in your organization. An early adopter is a person, primarily motivated by helping others, who is interested in new technology and assists other employees to use it in alignment with your best practices. Depending on the size of your organization, you may have this as a formal part of the person's role, but often employees take on this role themselves because of their core motivation to help others.
Be formally trained to increase their depth and breadth of knowledge
Be encouraged and empowered to guide, teach, and train their peers
Have consistent and positive reinforcement that affirms the impact of their efforts
Have a clear plan to execute
Be visibly rewarded for their participation
Return to the list of employees who expressed interest in your early adopter program and decide which of these individuals should participate in your initial experiment with Timeneye. It may be all or a portion of the people who manifested an interest.
Even if you do not select all of them for these initial experiments, continue to keep them in the loop so they remain interested and will be willing to participate in the future.
Complete the following steps with these early adopters:
Send an email to them confirming their presence in the Early adopters' program;
Host a kick-off call to share with them the goals and outcomes of the Experiment Phase;
Ensure they are in contact with the Help Desk or IT department;
Prepare an end-of-trial survey for them to complete, which will gather targeted information (more on this in the next chapter).
The onboarding process
Once your workspace is set up, you can start inviting people to join you from the Teams section in the sidebar menu of the Dashboard.
If you haven’t done so yet, we encourage you to take the in-app Teams tour.
Automatically, they will receive an invitation email and support material about how to get started with Timeneye, according to their role.
We built Timeneye with simplicity in mind: the onboarding should be smooth and intuitive. Your team will be settled in just a few clicks. But in case there are some little bums along the way, make sure your pilot team is in contact with your internal Help Desk or IT department.
Additional resources: How to manage remote teams
Important: make sure you have created at least one Project before inviting the Members to join the company workspace on Timeneye. Otherwise, they will land on the dashboard without being able to track time because their permission level doesn’t allow them to create projects of their own and this will create frustration and, ultimately, will affect the stats in your report.
It’s time to track time!
When the whole pilot team has been onboarded, it’s time for you and your team to track your time. Consistency will be the key: tracking time every day will ensure you’ll have enough data to then carry out all the analysis you need.
Don’t forget to also think about when your team is on the field, in meetings, or switching between multiple projects. Make it easier for them to track time by activating the integrations with the tools they use, and recommending they use the Timeneye apps on their mobile phone.
Making the switch to Timeneye
As you begin to use Timeneye, it will be important for you and the rest of the pilot team to commit to using Timeneye to keep track of the time spent on your projects. Your own usage of Timeneye is critical to the quality of your adoption project. We recommend that you, and all the managers, will give a good example and everybody else will follow suit. By switching to Timeneye you will model the behaviour you ultimately want your employees to embrace. Set the tone, go first, and begin to enjoy tracking time on your projects!
Keep the communication channels open
The trial period is made primarily to troubleshoot potential problems that could come up along the way. Each company is different, and they might experience different kinds of friction. It is important to prevent those issues before they invalidate the org-wide deployment.
Good practices to gather initial feedback:
Make sure everybody is in contact with the internal Help Desk or IT specialist, in case of technical problems
Encourage all employees to reach out to their Group Manager or Admin for further training or technical assistance.
Create a specific channel on your Microsoft Teams or Slack where people could ask questions and exchange tips and opinions
After a week or two, send an email asking how everything is going