Helping your employees to change their work habits will require effort, time, and support.
It is often estimated that a minimum period of 1 year is necessary for a collaborative space to find its cruising speed. There will be ups and downs as with any project.
Stay connected to your vision, take a deep breath, tell yourself that a change is never simple – but it is worthwhile – and keep on going!!!
Watch the deployment as you would a pot of milk on the boil.
Most colleagues will apply the advice and conventions decided by the company, but the battle is not won. If the pressure is released. That’s when the old habits and practices of the past can reappear very quickly. Keep your teams energized until the end of the project, continue to communicate with them, and always inform them about the next success!
Establish a Training Program and Find New Ambassadors
If you are in a large company, word-of-mouth will have an impact, and employees may be motivated to create Asana accounts for their teams. Multi-disciplinary projects will also be a means of reaching more people.
This will likely be accompanied by a need for training and support. Your ambassadors will be there for that, but it is additionally helpful to create a “Training” team in Asana. There you can create practice projects, with tasks that allow you to discover the tool step-by-step.
But let’s be realistic, collaborators showing that level of motivation will be very rare, and you will have to encourage them. Many of them will have reactions such as “Asana doesn’t let me…”, when it’s more likely they just didn’t take the time to discover the tool, or to open the help function.
Feel free to contact us to get advices or goodies.
The Asana Admin Compass
Over the years, we have encountered many situations and we can tell you – hiring a consultant to polish the perfect Asana setup is worthless if no one takes over afterward.
Training users, onboarding new hires, detecting drops in usage, watching out for overwhelmed employees, cleaning up the fields-tags-projects-teams-users, and continuing daily improvements are
essential.
With those requirements in mind, we made a list of everything an Asana Admin should do: The Asana Admin Compass.
Now, we offer a roster of trained Asana admins, ready to work with companies, allowing employees to do their best work possible without the tools getting in the way.
Along with their training, we support these admins with regular check-ins to ensure they are up-to-date with the latest Asana features, and informed of any new best practices or ideas we develop. We equip them with the full version of the Admin Compass (more than 30 control points within a company). They are available part-time or full-time, remotely or onsite.
Make Asana More Fun
We don’t believe you can work all day, every day, on a sad software and not be sad yourself. We know we can’t. We need to have a welcoming and warm atmosphere at work, whether it comes from discussion with colleagues or the tools we use. Even if you are not personally like us, keep in mind that people from your team might be, so try to add some fun into your use of Asana!
First, make sure that everyone at the company adds their best profile picture possible. Nobody wants to work with a grey circle named “ND”! We want to see a smiling Nathan Drake on a yellow background! In addition to being easier on the eyes, it also makes it quicker to identify assignees. We can help you to have beautiful pictures.
Second, emojis are not just for teenagers. Whether you like it or not, they are now part of our language and they are available everywhere in Asana: task name, project name, team name, custom field name, and values! Just use ‘Ctrl/Cmd/Space’ on Mac or ‘Windows/+/./’ on Windows to reveal an emoji keyboard! And just like the profile pictures, this is not just for fun, it makes it easier to work in Asana.
Finally, colors. Colors are everywhere in Asana unless you don’t make any effort to use them. Projects can be colored. Tags can be colored. Custom fields can be colored. Use them! But don’t create a rainbow of colors, they need to make sense – one color per client, one color per project, or one color per priority – you choose!
Bonus: Projects now can have an icon in addition to colors. It is useful to quickly identify a project from the home page, for example.
