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Well Change is certainly a major theme in this edition of Field Service News. In fact it seems to be permeating every inch of the industry right now.

So let’s start at the obvious point. Managing Change (or change management). All too often in our industry we talk about the benefits of implementing a new field service management system or a new mobile workforce management solution or an enterprise mobility management system or whatever we want to call it today.

We get caught up in new technologies, new acronyms and new promises of even greater productivity improvements, efficiency savings, happy staff, happy customers and a generally all round better life experience for anyone within touching distance.

How excited we all are to get away from our spread sheets and post it notes and boldly step into the twenty first century with both feet.

Yet we rarely talk about how we are going to make that leap from a to b. It’s not just a case of handing out a bunch of new devices and switching all the old ones off. Do that and you may as well have invested a fortune in a bunch of really nice looking paperweights, because without proper roll out amongst your team you can bet a pretty penny or three that at the first hurdle a huge majority of your workforce, will turn their backs on their new tools and revert back to how things were before.

[quote]I actually know of one example where an engineer who when he was given a shiny new iPad to do his work on he would still do everything on paper and then spend an extra half an hour to an hour in his van evry night completing the administration on his iPad.

Try and stop them and they will find ingenious ways of working around the new tools. Why? Despite what it may sometimes feel like it is not because they are desperately trying to make your life harder. In fact in most cases they are probably working that little bit harder themselves. Staying extra to upload the information onto the new ‘thingy’ at the end of the day.  I actually know of one example where an engineer who when he was given a shiny new iPad to do his work on he would still do everything on paper and then spend an extra half an hour to an hour in his van evry night completing the administration on his iPad. In his mind his priority was to get the job done first and then deal with the admin.

 

Had this particular organisation gone through a more thorough Change Management program then perhaps our earnest engineer could have seen that this device was as much an investment in him and making his life easier throughout the day rather than an additional duty to attend to and the poor chap could have got home for his supper on time!

One company whop absolutely got it right when it comes to Change Management is Tyco led admirably by the highly impressive Sharon Moura, VP of IT Transformation and Strategy. I’ve had the pleasure of writing a series of articles based around her work in rolling out the ServiceMax field service management solution and she has an uncanny knack of being able to translate things into very simple concepts yet simultaneously covering every inch of ground so no stone is unturned and their are minimal hiccups along the way to a successful IT implementation. You can read more about this in our feature ‘Are you ready for change’ which begins on page 18.

A different type of change is also on the cards for a number of companies including manufacturing giant Siemems. This time however the change is a looming spectre over an ageing workforce that needs a succession plan for somebody to come and taker over otherwise there could be some very serious crises as we begin to enter the second decade of this new millennium.

Siemens who predict they need to increase their existing workforce by an additional 50 field engineers by 2020 to meet current demands, yet face losing up to 100 engineers through retirement are certainly not alone in this predicament. However, they are certainly being both pro-active and innovative about finding the solutions. Having heard the excellent Martin Hotass speaking at the most recent Service Community event on this topic it is clear that they are doing everything they can to remedy the situation and in our interview with Graeme Coyne we look a little closer at what those remedies are. It is certainly an issue you should be aware of today because it will bite you hard when tomorrow comes if you don’t have plans in place like the good folk at Siemens do.

Finally as we continue to stay with the theme of Change there are plenty of changes required in some of the field service organisations that completed our recent survey into field service management standards.

Whilst there were some positives that came out of the research, especially around actually validating the benefits of real-time telematics and other elements of field service management system through some hard and fast data, there were some really quite worrying trends highlighted that suggest a real disconnect between how we judge our standards and how our customers perceive us.

In today’s world of smart phones and sat navs it’s almost impossible to not know where you are at any given time yet unbelievably 43% of companies still have staff getting lost on a regular basis. Even more unbelievable is that 5% have staff turn up at the wrong address every week! Occasionally is forgivable perhaps but a weekly occurrence is an issue that needs to be seriously addressed when your workforce are field professionals. You can find out more about this research in our main feature, which begins on page 23.

Finally if your in Amsterdam this month at either the Field Service Europe or AfterMarket conferences do come and say hello!

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Trimble Field Service Management's John Cameron speaks exclusively to Field Service News ahead of the launch of Horizon, Trimble FSM's latest cloud based field service management solution...

FSN: What do you think Mobile Worker Empowerment really means?

JS: To me empowerment is all about supporting the individual to do the best job they can. For a field service organisation this means dealing with a growing number of complex challenges around scheduling, monitoring progress and enabling the worker to resolve issues in order to meet service commitments.

We know that having the right real-time information is critical to business success – it is not just about the data that is collected but how that data is analysed and turned into business intelligence and applied that counts. Both through the companies we work with and within our own business we know that information is only useful if it helps you to make the right decision and that goes through the whole organisation.

Ensuring that mobile workers have the right support and are able themselves to make use of the real-time information goes a long way in helping them to make the right decisions while on the move and remote from office or depot locations, allowing them to resolve issues and deliver the best service they can.

FSN: Do you think offering mobile workers more control can benefit a field service organisation?

JC: Mobile workers are on the front line, they are the ones who are dealing face-to-face with customers every day. When jobs go smoothly that’s great, but it often takes a number of factors to align for that job to go smoothly and if not the worker is the one who has to deal with the repercussions and the impact on the customer’s business or home.  We know the biggest cause of customer complaint is that issues are not resolved first time, but give the workforce the means so that the person allocated the work has the right skills, tools and parts and has the right amount of time to get the work done, then these can often be set into schedules to ensure that commitments are met.

The overall goal in empowering workers has to be to enable them to do the best job possible and the benefits are widespread and include increased productivity and efficiency with greater customer satisfaction and empowering a workforce to be able to control and manage outcomes can significantly impact on their own job satisfaction and ongoing motivation.  

FSN: How can businesses approach empowerment in the field?

JC: There are a number of strategies that companies may adopt in field worker empowerment and these could include use of technology, service performance measurement or through cultural change.

Technology is a great enabler but it is also critical that the organisations make the technology work hard for them and deliver the best benefits and return on investment. Hand-in-hand with this, measuring service performance is key to a field service organisation in both managing its operation on a day to day basis and also learning from these experiences. No individual wants to be going out doing the same procedure time and time again if it is not achieving the right results; achieve the right results and then replicate it.

Cultural change is possibly the hardest element to roll out, you can’t simply expect individuals to be ‘empowered’, but rather you need to make sure that they understand the reasons why, what it involves and the benefits to them and the wider organisation. As with any change programme it is essential that the workforce is totally involved, engaged and committed. It is also imperative that the drive for any initiative comes from the top so there is complete buy-in across a business.

FSN: Does best practice exist when it comes to mobile worker empowerment?

In terms of empowering workers, the field service organisations that we see doing this well are those that look to make continual

improvements. The use of technology has a key role to play, but you can’t install the best solution and then become complacent; field service organisations are finding that work is becoming increasingly complex and critical in terms of timing, skills and consequence and the challenges even greater so the application of best practice and the continual improvement that this brings is paramount in the successful empowerment of a mobile workforce. Choosing one to three benchmark points from which to grow also keeps everyone focused on specific metrics – trying to improve everything at once is a certain step in the wrong direction.  

We have also talked about change management and engagement as key dynamics to any successful roll out and we have seen that those behaviours drive the best success.

FSN: How do you think both mobile workers and businesses can manage the challenges of empowering workers? 

JC: We recently undertook a survey and found that, when a field service business sets out to implement business change, whether it is rolling out new technology or processes or ways of working, one of the major challenges it faces is engaging the workforce.

Much of this can be attributed to the fact that a field service workforce is typically spread over a large geographical area, with workers carrying out very diverse types of work remotely and rarely spending time in the office. Providing necessary training to the workforce can be a further hurdle. For many companies this means considerable expense, as well as taking workers away from their jobs especially if the training is carried out in a classroom rather than virtually. Furthermore, ensuring the training is understood and applied on an on-going basis also poses an issue for field service managers as it can be difficult to monitor field workers to prevent lapse back to the ‘way things used to be done.’

However, these obstacles can be reduced if businesses have effective change management programmes in place to ensure employee buy-in. Involving the workforce in any change plans, from the initial planning stages to the final roll-out, is key. Consistent communication to foster a culture in which the workforce understands the changes, why they are needed, what role they will play in the transformation and how to embrace it are all essential.

FSN: When we talk about providing tools for mobile workers, it would seem that mobility would be a natural element of that – is that something you are seeing??

JC: Mobility is a key technology in empowering workers. Mobility at its core provides field-based workers with a real-time connection back to their business. With all the information they need at their fingertips, they are able to become more efficient and effective.

There is little doubt that up to the minute information before, at and after a job is vital to the success of completion and provides mobile workers the ability to plan and execute their jobs better via increased knowledge. This is eliminating time, mistakes and misunderstandings out in the field. In addition avoiding the need for paper-based knowledge transfer, which adds further demands on the mobile worker, can save hours in a mobile worker’s day. Utilising cloud-based data storage, the capturing and storing of information on the go is another feature that helps mobile workers collect data in the field that they may need at a later date or to update other business systems .

FSN: With technology playing such a big part in field service, what trends so you see emerging to further transform mobile worker empowerment?

We all consume information via mobile apps on our smartphones and tablets in our consumer lives and more and more of us are expecting

to be able to do the same whilst at work. As a result, the availability of mobility applications going forward will increase, which will further enable field-based workers with the real-time knowledge needed to make better, more intelligent business decisions while in the field. Niche apps, for example, are seen to present opportunities to reach a new target audience or deepen the engagement and loyalty of users and the adoption in the business environment can only increase, along with such emerging trends as gamification of business-related apps to give greater appeal to the use of apps for everyday processes and procedures.

 

M2M communication is certainly transforming how companies do business. Data transmitted from devices in the field to applications in the office can lead to decisions that significantly improve the business. In field service, that data flows in from both handheld and in-vehicle data-capturing devices, as well as sensors and monitoring devices on everything from household appliances and utility meters to complex machinery in oil fields transmitting data on diagnostics, measurements, temperature and overall conditions, all of which is instrumental in preventing equipment failure, scheduling maintenance, and improving safety and energy consumption.

Additionally, I think we’ll also start to see a rise in field service businesses offering field technicians the chance to bring their own or choose their own mobility devices to adopt at work. Field service is undeniably being reshaped by the mobile revolution and with much of today’s information being shared through smartphones, in the not too distant future, I think we’ll start to see even greater sets of data being shared through wearable technology, such as watches and google glass. This technology will revolutionise the way field technicians go about their day-to-day tasks. They will be able to stay in touch in real-time and gain immediate access to what’s important the second that they need it, helping to improve productivity and customer satisfaction. 

We end our exclusive series on Change Management with a look at the final stage of Sharon Moura’s five step approach to change management leading through the adoption cycle…

Across this six part series we have looked at change management in depth, beginning with a look at the key principals of change management, before looking in detail at how Sharon Moura, VP of IT Transformation and Strategy with Tyco approached the change management process when implementing ServiceMax’s field service management system.

In doing so Moura applied five key steps which we have looked at in depth in this series. These were “assessing the change”, “engaging the head and the heart”, “creating a change agent network”, “leading through resistance” and here we look at the last of these steps “leading through the adoption cycle”

There is also a white paper that accompanies this series which you can access by clicking here

Looking at the adoption lifecycle Moura identifies four key segments that we should be aware of as the full adoption cycle of our change management program is completed.

These are:

• Early Adopters
• Majority
• Laggards
• Naysayers

Lets have a look at each of these in a little more detail.

Early Adopters

Moura is a clear believer in the power of utilising a core peer group of field engineers as early adopters when deploying technology as it offers a great opportunity to further improve adoption further down the line too.

“If there is any opportunity to bring early adopters in using the technology or even if it is just getting them in and seeing it you should do so” she explains “They can share their excitement at the deployment out amongst their peers”

Indeed early adopters are likely to give your change management program that ‘buzz’ amongst the staff that will see you move rapidly along the adoption lifecycle.

As Moura comments “What we can do here is we can highlight what the adoption will get them. The “what’s in it for me” and we can communicate the rationalisation of the change, “the why” and then we can build on the excitement generated by the change”

“Its great to have early adopters they’ll really help you gain momentum and quickly move to the next step of the adoption lifecycle.”

Majority

The next step is to get the majority of our workforce adopted. Now this isn’t as simple as switching their old systems off and their new systems on, which is a dangerous oversight to make and why many change management projects are either long, arduous processes or ultimately just fail.

If your staff are struggling to use your new solution then it will not be long before they are finding work-rounds. Before you know it spread sheets and post it notes are being used and your new system has become a burden on your field engineers when you it was supposed to improve efficiency.

 

Remember that your workers are generally focussed on doing their job and doing it well – this is why you employ them, so it’s not a case of them deliberately not using the new system for any other reason than they do not understand how to use it as part of their workflow.

To avoid this is therefore important that support continues throughout the adoption lifecycle. It is absolutely crucial that you are constantly reinforcing the benefits of the new system and perhaps one of the best ways of doing this is to highlight every win that comes as a result of the new solution.

Moura comments “Communicate the early adopter stories to the majority. Who’s using the system, what type of insight did they gain, where they able to do something faster? Keep a customer happier?”

Another tip Moura suggests is to ask each of the early adopters to tell at least two of their peers about the new system. “Get them to tell them what they learnt, what you know and your excitement around this initiative. That will help you to get the majority of employees adopting the new solution”

Laggards

It’s just a fact of life that some people will only make a switch at the very end of the cycle. Whether they don’t feel they have the time to pay attention to the switch or whether it’s just that they are reliant on seeing demonstrable benefit before they can commit to change it is certain there will be some laggards in your change management program, regardless of the change.

However, for your change management program to be successfully completed to achieve its maximum effect then you must give this group close attention.

 

“This is really where managers need to be front and centre going one on one with these empoyees” comments Moura

“It’s also a great opportunity for some of the early adopters to act as peer coaches. Assign a coach to these groups of laggards either one on one or in small groups to help them through the change” she added.

It’s also important to continue the work you began in the previous stage in the adoption lifecycle (Majority) in championing ach and every win and to remember to continue using multiple channels, whether it be company memo, social media or coffee room notice boards.

Nay Sayers

And finally we come to the last category in the adoption lifecycle, the Nay Sayers. These are those that just won’t be swayed. Unfortunately there comes a time in all change management programs when the effort put in begins to vastly outweigh the value you are getting out of it. At this point we need to evaluate the benefit of convincing these die-hard naysayers.

“My recommendation is to ignore the naysayers,” advises Moura. “Recognise when the pursuit is not worth the effort and make alternate plans”

This series of features on Change Management are accompanied by a white paper in the subject, which is available by clicking here and completing the brief registration form.

 
Click here to download the accompanying white paper

This series is sponsored by:

 

Resource Type: eBook
Published by: Advanced Field Solutions
Title: The 2014 Service Manager Handbook
About: One of the most detailed and comprehensive resources to be published for the field service industry this year. This excellent eBook covers an exhaustive range of topics to help you get to grips with managing your mobile workforce, improving productivity, increasing efficiency and improving your bottom line.
Download: Download the white paper by clicking here

Overview:

The field service industry is subject to constant change and it’s vital to keep an ear to the ground on the latest hot topics to embrace the changing business landscape and keep up with the competition.

Intelligence on your business and its status, not to mention the highest levels of customer service, is absolutely pivotal to survival in tough trading times and even the savviest players need to ensure they have the right tools in play to keep up with their rivals.

To remain successful and dynamic, service managers need to be resilient to change and have the ability ‘to think outside of the box’ to ensure their organisation is best placed to drive their business forward.

They need to keep their finger on the pulse on many different aspects of the running of the organisation from innovating ideas, investing in IT, and seeking and exploring opportunities for further growing the business.

Having the power to access critical data across all areas of your service business, make informed instant decisions and manage your operation – from the first inception of the call all the way to its happy conclusion – will highlight the strong players from the weak.

If you want to make your business stand out from the crowd in 2014 and beyond, having the correct systems and processes in place will need to be a high priority on your agenda.

This essential handbook takes a glimpse at the key areas that all service managers need to address to give your organisation the power to evolve from ‘field service burnout’ to ‘best-inbreed’…

Topics include:

Modelling the perfect profitable client - In an effort to maintain business viability – and keep your engineers working out in the field – some field service businesses may be tempted to take on clients with narrow profit margins.

However, to build a sustainable business, you need to focus on the jobs, contracts and clients that
are most profitable, rather than trying to be all things to all clients. So it’s worth stepping back and analysing your client base.

Turning work away is never easy to do, but it can also free up your expensive resources to focus
on where they can bring best return. Your service management solution should give you the
advantage of arming you with the evidence and information you need.

Scheduling Challenges - Scheduling your field engineers is undoubtedly one of your core key performance indicators (KPIs), central to your business profitability, and a key target on which your staff are measured.

But it’s a delicate balance between meeting the needs of both your staff and the business. Get it right and the chances are the business will be highly successful. Get it wrong and the consequences can be disastrous.

However many UK service businesses find big savings, both in terms of costs and time, simply through getting the properly skilled technician to the job with the minimum of fuss. So when scheduling your field resources, it is key to get it right.

Empowering your workforce - Your engineers are the public face of your business. In many cases, they may be the only representative of your company that the customer ever sees.

Your reputation, spread by word of mouth or increasingly through social media and online reviews, is founded on the experience your customers have of your engineers.

Consider ways to free your service team from the routine dross that saps their time and motivation, and empower them to be more productive and efficient.

Reviewing your customer service strategy - It’s a given that the customer is your number one priority, however, to satisfy and retain your clients, field service companies need to repeatedly provide a professional service.

Typically, customer service is impacted by a combination of factors that result in the customer not getting what they want, when they want it.

So what can service businesses do to really ensure that what you are delivering is adding genuine value to your clients? And what can you do to ensure your value-add is fully recognised by the client?

Setting realistic budgets and timescales - Today’s customers are flexing their buying muscles and putting increasing pressure on suppliers to meet their strict SLA.

To establish your reputation as a customer service leader and gain full control over your job profitability, it’s vital to gain full visibility over your contracts and tighten controls over your SLA management.

Having access to accurate information on the actual cost of similar past projects, contracts and large installations helps to ensure that future bid costs and resource requirements are accurately assessed.

There are many factors that will determine the price of the bid to the client. This is quite often the main focus when putting the estimate together, with the cost and resources that are needed to deliver the contract not always being fully considered at the bid stage. Without formal systems in place, many service organisations find it difficult, time consuming, if not impossible to compile this historical information.

Unleashing cash flow - To maintain a healthy cash flow, it is important not to tie up cash unnecessarily in stock. Getting a hold on your stock is a sure-fire way of gaining significant savings in cost and time.

If your organisation handles stock, you will be all too aware of the dangers of stock piling.

Having cash tied up in stock is a dangerous tactic when cash flow is so important. Rather than relying on a ‘crystal ball’, organisations should automate the stock forecasting process so that sales and usage of stock can be predicted, avoiding the pitfall of holding more stock than required.

Your service management systems should give you the power to analyse stock history, so you can recognise trends and fluctuations to ensure that stock levels fall within the desired optimum range and anticipate demand at peak times.

Turning data into insight - Having distinct performance mechanisms in place enables management to recognise and react to emerging trends, whether positive or negative. Without these, performance may be overlooked in areas that could be optimised and yield greater return.

The importance of the KPI - KPIs are a vital performance tool for all service organisations of all sizes. To effectively track, monitor and evaluate success to ensure your business is growing in a sustained way, a best practice method needs to be adopted.

It is vital to identify which KPIs align to your business success. Standard service management KPIs include: first time fix rates, SLA adherence, engineer productivity, job costing, call rates, net profit margin, stock value and customer satisfaction/retention.

Without pro-actively monitoring KPIs, service management businesses are vulnerable to problems that can seriously undermine both performance and profitability. For example, a company that does not regularly monitor sales margins could discover at year-end a repeated mistake that has cost thousands.

 

Get your copy of this resource now!

 

Our exclusive series on applying change management in field service continues as we look at the fourth of five key steps outlined by Sharon Moura, VP of IT Transformation and Strategy with Tyco as she moved the company to ServiceMax’s field service management platform…

So far in this series we have covered the key concepts of change management, then looked closer at the 5-step approach Moura herself took. These were assessing the change ,engaging the head and the heart and then in our most recent feature, building a change agent network.

There is also a white paper that accompanies this series, which you can download here.

As we mentioned earlier in this series the goal of a successful change management program should not be to completely eradicate resistance to change, as this is an almost impossible task that will take far too much energy.  However we must focus on reducing the impact of resistance, and overcoming it as quickly as possible to move the change management project from concept to full adoption as swiftly as possible.

A key element therefore in a successful change management program is minimising the impact of resistance in your workforce and to achieve this we must understand the types of resistance we are likely to encounter. According to Moura these will come in three broad categories.

1. I don’t get it
2. I don’t like (or trust) you
3. I don’t like it

So let’s take a look at each of these in turn.

I don’t get it.

This is an intellectual where there is a lack of understanding of the reason for your change management program. This is one area where it truly pays to become a broken record. If your cannot comprehend the change or are confused by why your change management project is being undertaken then getting their buy-in is going to be impossible to achieve.

[quote float ="left"]It is vitally important that you communicate across multiple different channels – not just resending the same memo over and over.

Therefore it is vitally important that you communicate across multiple different channels – not just resending the same memo over and over. The content here is critical, before you dive straight into the ‘how’ things will be changing you need to make sure you have fully addressed the ‘why’ and again as we have mentioned in previous features position yourself in your employees shoes and outline why it is beneficial to them not just to the company as whole.

 

Also remember that change management is about people and people are different, and they adapt to change at different speeds. So whilst one member of staff might grasp the reason for the change when they receive that first memo it may take a different member of staff a little longer to fully get behind the change. Again repeating the message across multiple channels is crucial, to ensure you are getting the message across and understood by all of your team. Try to think of as many ways as possible you can make the case and remember the golden rule – once is not enough!

I don’t like (or trust) you

This is an emotional response and therefore perhaps potentially a little trickier to overcome. Ultimately this comes down to trust, and whether your workforce trusts you to lead them to a good future state. Perhaps they recall something that happened in the past that they didn’t like? Maybe the company wasn’t as upfront with them as they should have been when changes were made in the past? Why should they trust you this time around when you let them down in the past?The only way to overcome this type of resistance is to acknowledge it head on. Now is the time for rebuilding broken relationships and tending to neglected ones.

At the very beginning of the planning process of your change management program you should have assessed what the impact of this change should be on the various different stakeholders within your organisation. However, it is not enough to just assess how big impact is.  You must also be able to manage that impact and evaluating your relationships with these differing groups will be a core part in how you do so.

 

If there is damage to be fixed then taking responsibility for the mistakes of the past whilst simultaneously being seen to deliver on promises today is the only true way you can gain trust. However, as with the whole change management project itself establishing an effective change agent network can really help you get on track much faster and make the process of winning back trust much smoother.

I don’t like it

Firstly, if something is genuinely difficult to use, if it is clunky and unintuitive or overly complicated then this is going to be an issue. We cannot overlook the usability of any new technology when we look to invest in modernising our workflow.

So once again we return to a point we have already made within this series – bring in your field engineers, the guys that are going to be using this tech on a day to day basis, into the decision making process. By doing this and then effectively using a change agent network you can side step this issue and build genuine excitement amongst the staff for the new tools you are investing in for them.

[quote]You need to remove as much fear as possible about the new devices or applications whilst increasing the excitement around the change

And here in lies the key to overcoming this type of resistance. You need to remove as much fear as possible about the new devices or applications whilst increasing the excitement around the change by once again reaffirming what is in it for your workforce.

 

As we discussed when looking at engaging the head and the heart, our natural reaction to change is not the positive understanding of this being good for the organisation on some level. No, the first question we will ask will be “what exactly is this going to mean to me?”

If they feel they have been represented in not only in the selection, but also the configuration, deployment and roll out stages of the change management program then they will feel that their needs will have been considered, so once again we see the value of the change agent network.

Finally if you do see potential challenges in the short term then the only way to face these is head on. Work with your end-users and your provider to identify these challenges and how best to overcome them. Once more by bringing your field engineers into this process you will not only be overcoming challenges but also gaining trust throughout the process also. Meaning the next change management program you undertake will be that much easier!

 
Click here to download the white paper that accompanies this series

This series is sponsored by: 

The lines between consumer mobile technology and business innovation have begun to blur. No longer is it unimaginable that a field service technician completes a work order on a smartphone. Just a few years ago if techs were mobile, they were carrying a rugged phone or laptop. But where will this convergence of the consumer and business worlds end? Aberdeen's Aly Pinder asks...

Tablets? BYOD (bring your own device)? Wearables?

It is difficult sometimes to differentiate between hype and true value when addressing technology advancements. The topic of wearables has garnered some interest over the past year as devices like Fitbits, Fuel Bands, and Google Glass gain steam in the consumer marketplace. Organizations, however, are often slower to adopt new technology as they must build the business case in order to minimize risk and avoid passing fads. Aberdeen’s recent Service Mobility: The Right Technology for the Tech research (August 2014) revealed that 6% of the field service workforce for those surveyed was equipped with wearable devices. Despite this relatively low adoption rate, 20% of organizations listed interest in this technology over the next 12 months. There are both opportunities with the technology, but organizations must also be mindful of some challenges.

Insight at the Ready: Benefits of Wearables in the Field

1. Every technician can be an expert. Mobile devices like smart watches, cameras, or glasses have the ability to provide technicians with data at the point of need. The equipment technicians have to service is becoming more and more complex, requiring more variability of skills to reach resolution. Wearables can enable faster, more dynamic intelligence that isn’t available from reviewing static manuals which are outdated the moment they are published.
2. Personal performance trackers empower the tech. In your personal life, it is fun to track the number of steps you take every day or monitor sleep patterns. But organizations must be mindful of technicians who may feel like the service organization is tracking too much. The key is to gain buy-in from the field that these tools are meant to improve productivity and performance, and not a way to penalize. Wearable technology can provide technicians with a benchmark of what good performance looks like, and build an example for future improvement.
3. Link the tech to the back office. Field service technicians are the face of the organization with the customer. Their interaction must mean more to the organization that simply a turned wrench. As more technicians get connected to mobile devices, the ability to capture real-time insight into the customer relationship can be made available to other business functions (i.e., sales).

Watch Out: Potential Challenges of Wearables in the Field

1. Is it just a smaller, less practical smartphone? Part of the value in mobile tools is the ability to provide real-time information for a field technician. But these mobile devices need to empower technicians, and should not be treated as just another device. Historically, mobility has evolved to help lessen the number of devices needed to complete field service. However, if wearables are still dependent on a smart phone or laptop, are they really delivering the value service needs?
2. Can you hear me now? Disconnection while on the road is a real threat to service employees. Not all field service work is conducted in areas that are connected to wireless networks. Technicians need to be able to do work both on and offline. If wearables can’t provide insight while offline, their usefulness will be limited.
3. Tough enough for you? Consumer-grade technology often elicits the fear of damage when put under the pressure of a rugged work environment. As organizations begin to explore the applicability of wearables for field service, devices must get more rugged to handle the demands of many field service environments.

Eight of ten organizations (82%) sampled in Aberdeen’s 2014 mobility research still view mobility as a strategic initiative over the next 12 months. Historically, this evolution was a move from paper to a handheld device for the technician.

As technology advances, field service organizations are beginning to explore the feasibility of wearables. In order to avoid this technology going the way of a fad, it must improve a worker’s productivity while also directly enhancing the overall customer experience.

As Field Service News Editor, Kris Oldland continues our exclusive series looking at Change Management we move onto the third major consideration when undertaking a change management program, establishing a change agent network...

There is also a corresponding white paper on this subject, which you can access by clicking this link and completing the brief registration form.

First of all lets have a quick recap. This series is focussed on managing change within your organisation and is based around the approach Sharon Moura, VP of IT Transformation and Strategy with Tyco took when the fire and safety giant moved to the ServiceMax field service management system.

Part one of the series explored some of the key principals of Change Management, including a look at some of the well-known approaches such as Kotter, Prosci and Lewin as well as looking at the five step approach which Moura took and which we are looking at in more detail in this series. In the following features we looked firstly at “Assessing the Change” and then the third feature of this Change Management series looked at “Engaging the Head & Heart”.

Now in this fourth instalment in our Change Management series we look at an area, which personally I believe to be perhaps, the most integral element to ensuring any change management program you undertake is a success. This is what Moura defines as building a change agent network. So lets look at this concept in a little more detail…

Understanding what a Change Agent is and why they are key to Change Management:

Well another term for a Change Agents would be Peer advocates and Gartner’s Elise Olding neatly sums up the approach stating,

“Change resistance is a myth. Employees support enterprise goals when they understand what needs to be done. Peer advocates put a face on change and leverage trusted informal leaders to create understanding among employees and influence organisational change”

In simplest terms when we are facing a change to our daily working lives, it’s not some distant figure from the boardroom that will convince us that this change has our interest at heart, it’s the people sat around us, those who we work with on a daily basis, our colleagues, our direct supervisors, our peers.

Indeed studies undertaken by change management specialists Prosci identified that the most effective communicators of change by a hefty margin were an employee’s immediate supervisor. However it is often the case that this tier of middle management is often left out of the change management process, more often than not because their primary role within the company absorbs of all their time. However. This is definitely not the way a successful change management program should flow.

 

These middle managers are absolutely key to establishing your change agent network and enabling the success of your change management program.

As Moura herself comments “If you are going to bring that level of middle management into the change management process at all, which of course you need to do, then they need to make sure change management is their number one area they should be spending their time on”

However, it is not just those in middle management that can form part of your change agent network. We touched on an example in the last feature within this series on change management to highlight some of the tools of persuasion that can be used to engage with employees on an emotional level. That example was for us to take a selection of end user employees such as field engineers and to bring them into the decision making process when selecting the new hardware to roll out to the field.

This is in effect building a change network in itself as you can almost guarantee if this group will feel both empowered and obligated to push through the change amongst their peers. Some of them may be supervisors and mid-level management; however, they could equally be regular employees.

What is important for your change management project is that they are (or have the potential to be) leaders and influencers amongst their peers. Active mouthpieces for why the change is a benefit to their peers on the individual level, so these are the audience you need to convince first. Show them that they will see and feel the benefit of your change management program and they will help spread the gospel amongst the wider staff.

Another key aspect of this approach is that by creating a change agent network your are opening up additional layers of information to assess how your change management program is being accepted and adopted as you move through the roll out. Feedback from your project team as to how you are progressing is of course important and expected. However, feedback from the employees is equally important as you can amend and adapt your strategy where necessary in response to what’s being well received and what is not.

 

As we mentioned in a previous feature within this series Change Management is an on-going process of evaluation and alteration, not a one shot effort. Similarly you must remember that change management is not about hard and fast rules that will work every time. Change management is about people and therefore different factions of your workforce, may adapt quicker than others. Certainly there is no “one-size-fits-all’ approach to either change management itself or the way you communicate it.

What makes a good Change Agent:

So who in your organisation would make a good change agent? A few suggestions as to what makes a good change agent are:

• A willingness to embrace change
• The desire to participate
• Good team players
• Mature responsible attitude
• Effective communicators
• Credible at grass roots level[/unordered_list]

Deploying your Change agent network:

Finally it’s worth taking time to consider how you will structure your change agent network. One of the most efficient means of doing so would likely be to distribute your change agent network within streams that each relate to a specific division within the business. For example, field engineers, dispatch, sales etc. In fact this is the approach that Moura took when rolling out ServiceMax to her team at Tyco.

“We created change agents by work streams” she explains “then we put change agent leaders in place in those work streams.”

“The responsibilities of those leaders was to anticipate issues, act as a sounding board for the organisation, provide suggestions and recommendations as to how we address the change, and of course communicating the change to the end users.”

This last point i.e. communicating the change is of course the primary reason for their endeavours and where they truly come into their own.

Simply ‘translating’ the reason your organisation is going through this change management process from corporate speak and into the workers language and outlining what is in it for them will take you a long way towards a successful change management project. Having that translation come from trusted and respected members of their work force will take it even farther.

Remember the lesson from the previous feature… change management is about people and people like people like them.

Therefore establishing a change agent network is absolutely integral to the success of your change management program. 

Download the white paper that accompanies this series

This series on Change Management is sponsored by:

As we continue our series on end-to-end field service we're pleased to bring you an excellent interview with Field Aware's Shirlene Spillers that first appeared on findaccountingsoftware.com

The link between a mobile workforce empowered by digital technology and delivering service excellence has become well and truly proven over the last few years, there still remain a great number of variables when it comes to ensuring that the choice of mobile device is the right one for your company.

Lets face facts, there are plenty of questions to grapple with before we make the right choice of mobile device that will benefit your mobile workforce most effectively.

Should we be looking at tablets, laptops or smartphones?  What OS to select? Rugged devices or consumer grade devices? Should we consider BYOD? Should we deploy mobile web or mobile apps?

The team at findaccountingsoftware.com recently took the opportunity to put some of these questions to Shirlene Spillers, Vice President of Product Management with software provider Field Aware.

Given Spillers position developing software for the field service industry she is able to provide great insight into what the hardware will work best for companies looking to bring their mobile workforce into the digital revolution, whether they are upgrading legacy systems or taking their first steps away from out-dated manual processes.

We’re pleased to be able to share this interview with you courtesy of findaccountingsoftware.com

What’s the best way to go: smartphones, tablets, or laptops?

We recommend that companies purchase smartphones when:

• Technicians use the smartphone as a true phone most of the time
• Send a limited number of email messages
• Are not required to enter large amounts of data (point and click applications)
• Require access to web-based information intermittently
• Do not use downloaded video for training and troubleshooting
• Require limited amounts of data downloaded from the company and/or suppliers/unordered_list]

We recommend tablets when technicians:

• Make very few voice calls
• Send multiple email messages every day
• Enter significant amounts of data (where a larger keyboard would save time)
• Use the web to acquire and download company and/or supplier data
• Use video for training, troubleshooting and communication (ex: Apple’s FaceTime video)[/unordered_list]

Laptops are only necessary when technicians often have limited or no access to a network and require access to data intensive office applications (i.e. Microsoft Word, Excel, Adobe products, etc.) Use of laptops is rapidly declining.

Do you recommend Android, iOS, or Windows operating system devices?

We recommend Android or iOS simply because they are the most prevalent operating systems – and therefore most familiar to the majority of field workers (reduced training requirements).

For organizations thinking about a bring-your-own-device approach (BYOD), what are the most important considerations?

Employees often want to use their personal devices at work-–and for work-–as well. This provides both possible benefits and real dangers as well. It’s important that enterprises understand the challenges that BYOD creates and the policies and systems that should be in place before field technician-owned devices are incorporated into an organization’s technical ecosystem.

We actually wrote a white paper on the subject but, generally, companies need to look at four major areas of consideration: security, regulatory compliance, device support and end user support. Once the decision is made to allow personal devices to be used for company work, BYOD policies have to be developed and it usually makes sense to bring in some kind of mobile device management system (depending on the size of the company).

When are “ruggedised” devices worth the extra investment?

Most of our customers use ruggedised tablets only when they work in hazardous chemical or gas environments that require Class 1 Division 2 devices. We’ve found that in other environments, standard tablets and smartphones with protective cases are just as effective and durable.

Do you suggest GPS hardware? What other hardware should service companies consider?

We do not recommend GPS hardware for vehicles. Tablet and smartphone apps (like Google Maps) are just as, if not more efficient, in proving navigation information and can easily be mounted (just like the GPS hardware) in the vehicle. Our suggestion is that the company chooses one device (smartphone or tablet) that serves multiple functions at a lower overall cost.

In terms of other hardware, there are some really simple things like batteries, USB vehicle chargers, stylii, cases that are highly protective and can “stand up” for easy data entry. Since our app supports signature capture on the device, we don’t feel signature pads are necessary.

Can you weigh in on the mobile web versus native mobile app usage debate?

We believe in native mobile apps for a couple of very simple reasons:

•  Better performance. They take advantage of the native capabilities of the operating system – making it easy to integrate capabilities like photo/video capture and voice recognition.
• Ability to work offline (can be done with HTML5 caching, but not as elegantly)
• User interfaces that are more user-friendly and engaging[/unordered_list]

Want to know more about end-to-end field service management. Field Service News Editor, Kris Oldland will be taking part in a panel debate on this subject live at Field Service Europe. Click here for more information

Cyber-security has returned to national front pages again this last year. Heartbleed & CyberVor have become common terms whilst high profile breaches of the likes of major digital retailers Ebay and Apple have raised very big questions around security in the digital age.

What does this mean for field service companies who not only hold vast amounts of customer data, making them prime targets for hackers, but are also moving their mobile workforces swiftly to a digital environment where they can reap the rewards of better productivity.

As news broke of the World’s largest ever data theft conducted by the Russian cyber crime group dubbed CyberVor we once again turned our attention to the question are our companies safe from cybercrime?

All businesses with a digital presence waited with baited breath to learn if their users were affected by this reported attack. In some quarters people denied that an attack of this magnitude was even possible and questioned the validity of the claims, others saw it as a defining moment demarcating the size of risk we all face today.

“It’s a nasty reminder of the cyber risk threat which organisations face in 2014 and the need for boards to be prepared for attacks such as this.” Commented James Mullock, Partner at law firm Osborne Clarke.

Daniel Hedley, solicitor and technology specialist at Thomas Eggar LLP agrees adding “From a business perspective, the key issue here is simply this:  Who has your data?  How much do you trust them to keep it safe?  Businesses can face significant legal and reputational risks when they lose data, both under data protection legislation and under contractual confidentiality obligations such as NDAs.  It’s therefore very important for businesses to know where their data is.”

Of course perhaps the highest profile security breach in recent months is the failure of Apple’s iCloud, which even left a dark shadow over the launch of the latest iPhone.

Robert Rutherford, CEO of IT consultancy QuoStar commented: “The theft of personal photos from celebrity accounts has focussed the spotlight on the company’s approach to security, and has raised concerns”

“The problem is that whilst dispensing token security improvements with one hand, Apple has denied any responsibility for the breach with the other. The resulting image is one of a company that deliberately avoids transparency around its security practices and glosses over its mistakes.” Rutherford continued.

But whilst leaked photographs of naked celebrities doesn’t install confidence, Apple’s iCloud is a consumer based storage so how does this impact the business community?

As Hedley explains "While it is true that businesses will not generally choose a consumer-focused cloud service such as iCloud, in this age of staff using their own devices for both work and personal use, it is very easy for confidential business data to end up being uploaded to these services, without the IT department or senior management finding out about it until it’s too late.  iCloud in particular can be problematic in this area because Apple’s devices will often back up everything on the device to iCloud by default.

 

“From a hacker's point of view a failure of iCloud brings richer pickings. There would be a lot of work involved in hacking into many individual machines whereas a security hole in iCloud would mean that millions of pieces of information would become available at once.” Professor Mike Jackson from Birmingham City University stated.

“Whenever you place information on a computer, that information becomes less secure. If you connect a computer to the Internet then the security risk grows. If you store information on a cloud service then you rely completely on security measures of the service provider. Once on the cloud it it¹s these security measures which make the difference between privacy and the whole world being able to access your documents and pictures.”

Unregulated BYOD is an issue being faced by IT professionals the world over. As Matt Newing CEO of unified communications provider, Elite states “IT teams worry about losing control of IT, as employees all over the business connect personal devices to the company network, download software and applications and turn to cloud services”

Hedley added “Businesses can control these risks, while still maintaining many of the benefits of cloud storage services and BYOD, by deploying a combination of technical measures preventing unauthorised uploading of business data (using technologies such as MobileIron) and user education.”

Recent research from Samsung found that 47 per cent of UK companies had a work handset lost or stolen in the last 12 months. Almost a third (30 per cent) of CTOs were however unaware of the number. Alongside this, a global survey of CIOs by leading analyst Gartner found that as many of 38 per cent of companies plan to stop providing their workforce with devices at all by 2016.

“Laptops, mobiles and tablets can cost many hundreds of pounds per year for each employee, so BYOD has become very attractive. However, far from enjoying flexibility and lower costs, companies that rush into BYOD without a strong policy face considerable risks,” said Hardeep Singh Garewal, President – European Operations, ITC Infotech.

“For unprepared companies, a lost or stolen device represents a catastrophic security risk, with the potential cost to their business far outweighing the savings. There are many solutions available, but we see many companies failing to implement a clear policy on keeping track of work devices. This hinders them from acting quickly to prevent breaches,” adds Garewal.

However, the new movement towards Choose Your Own Device (CYOD) offers an alternative solution that addresses both security and personal data concerns. This approach ensures that full ownership of the device is retained by the company, removing uncertainty in safeguarding information on the device, yet still providing user freedom.

Garewal concludes: “While CYOD means the company must ultimately foot the bill for the device overhead and support, the level of control and assured visibility vastly simplifies issues around privacy and security. However, whether they use BYOD or CYOD, companies encouraging flexible working must ensure they are prepared to deal with imminent risks, or spend all of their time fire-fighting to avoid major crises.”