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Why Tying ERP System Adoption to Individual Success Drives Long-Term Growth
Posted on: July 17, 2025 | By: Alexa Leitner | ERP Selection, QAD Business Process
Our experience is that one of the most underestimated and over overlooked challenges in ERP adoption is the human fear that comes with letting go of control. For many users, spreadsheets aren’t just tools—they’re security blankets. They represent familiarity, autonomy, and, in many cases, a quiet form of job protection.
It isn’t the first concern users will acknowledge, but after probing about the reluctance to give up their spreadsheets, we often hear some form of, “If I give up my spreadsheet, what value do I bring?” It’s a valid concern. People often worry that the ERP system will automate their logic, standardize their processes, and in doing so, erase the unique expertise they’ve spent years building. So, when they hesitate to embrace ERP, it’s not just resistance to change—it’s a fear of losing their relevance.
That’s why one of the most critical steps in a successful rollout is connecting the ERP system to each user’s personal success, not just the company’s performance.
Spreadsheets as Silent Status Symbols
Let’s acknowledge something: many of the users who built and maintained those Excel workbooks are the unsung heroes of the company. They’ve manually bridged system gaps, created customized reporting, and often kept operations afloat when things weren’t scaling.
They didn’t just build tools, they built trust.
So, when they’re told they have to abandon their spreadsheet in favor of a rigid ERP screen, it can feel like their value is being dismissed. From their point of view, they’re being asked to hand over the steering wheel and to prove they’re still needed.
This is where leadership needs to lean in.
Show Them They’re Not Losing Relevance—They’re Gaining Influence
A well-implemented ERP system doesn’t eliminate people—it elevates them. The very logic those spreadsheet experts built can often be embedded into the ERP configuration. And the same people who used to spend hours consolidating data or fixing broken formulas now have time to focus on insights, not inputs.
The message needs to be clear: You’re not being replaced, you’re being freed.
Freed to take on more strategic responsibilities. Freed to influence decision-making. Freed to drive performance instead of firefighting broken processes.
In fact, we’ve seen many “spreadsheet masters” become key ERP champions, process owners, or even cross-functional leaders—precisely because they brought their domain knowledge into the system.
Make ERP a Tool for Their Career, Not a Threat to It
Another critical message is this: ERP skills are marketable.
Employees who learn to navigate and master ERP platforms, whether in manufacturing, supply chain, or finance, are positioning themselves for long-term growth.
These systems aren’t going away. If anything, companies are becoming more reliant on integrated data and cross-functional visibility. Users who embrace ERP become the ones who can scale with the company, and even beyond it.
Our experience has been when people see that ERP isn’t a threat to their job, but rather a platform and an opportunity to build a more strategic role, their fear begins to fade.
Link Their Contribution to the Company’s Growth
ERP allows for consistency across multiple sites, automation of manual tasks, and better decision-making based on real-time data. But these benefits only materialize when people use the system the right way.
By showing users how their accurate inputs, timely updates, and cross-functional collaboration directly impact on-time shipments, better customer service, and scalable growth, they begin to understand that ERP isn’t taking something from them, it’s making their work matter more.
Final Thought: You’re Not Asking Them to Let Go—You’re Inviting Them to Level Up
The transition from spreadsheets to ERP is as much about emotional buy-in as it is about system configuration. In our hundreds of implementations, we see over and over that people don’t resist change because they’re stubborn, they resist it because they’re scared. And fear of irrelevance is one of the most powerful blockers to adoption.
So, start with empathy. Acknowledge the loss. Then paint a new picture—not where their role is diminished, but where it evolves.
Next Steps
If you’re ready to elevate your team’s QAD expertise, we’re here to help. Logan Consulting specializes in QAD training tailored to your organization’s unique needs. Contact us today at info@loganconsulting.com or call (312) 345-8817 to learn more about how we can support your team’s growth and development.
