An HRIS adopted at 30% is dead loss. At 90%, it’s a transformative investment. In between: the post-go-live work. Measure, understand blockers, adjust.
Adoption indicators #
| Indicator | Formula | 90-day target |
|---|---|---|
| Login rate | % of actives logged at least once / month | >95% |
| Weekly usage | % of actives logged this week | >70% |
| Self-service coverage | % of HR requests going through Illizeo | >80% |
| Active workflows | % of leaves/expenses/etc. submitted via tool | >90% |
| Internal product NPS | “Would you recommend Illizeo to a colleague?” | +30 minimum |
Step-by-step #
-
Track weekly KPIs #
Automatic Illizeo dashboard. Weekly review with HRIS PO during first 3 months.
-
Identify laggards #
Teams or managers not adopting. Understand why (training, motivation, context).
-
Launch a satisfaction pulse #
3 questions at D+30, D+60, D+90: did I understand the tool, is it useful, what blocks me.
-
Corrective actions #
Targeted mini-trainings, enriched FAQ, configuration tweaks based on feedback.
-
Celebrate milestones #
First 100% Illizeo payroll month, 1,000th self-service leave approved. Recognition embeds usage.
FAQ #
When to measure?
D+30, D+60, D+90, then quarterly. Beyond 6 months, monthly is enough.
Low adoption: what to do?
Investigate: too complex, insufficient training, no perceived gain. Targeted action over mass comms.
Should I force usage?
Yes for critical processes (leaves, expenses). Cut legacy channels after 60-day transition.
And shadow IT?
If Excel comes back, it’s a warning. Understand why — perhaps the feature is missing or poorly placed.
