Get Started with ThingWorx Digital Performance Management

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Overview: Get Started with ThingWorx Digital Performance Management

Manage Organizational Expectations

Ensure your organization is ready, willing, and able to function in a new business environment. Create a change management plan to enhance your DPM implementation and help stakeholders succeed after the change.


Before you begin, complete these steps:

01. Plan Stakeholder Involvement

The world is changing for your frontline workers, managers, and other employees using ThingWorx DPM. As a result, your workforce must adopt a new mindset, develop new skills, and learn new technologies and processes to prepare for changes. Change can be difficult, but it is necessary.

To help employees embrace change:

  • Communicate changes consistently
  • Listen to concerns and questions
  • Encourage participation in the project
  • Share the benefits that Industrial IoT brings to employees and the organization
  • Obtain active and visible executive sponsorship for the project
  • Dedicate resources to planning and enacting change management
  • Respond positively to mistakes that occur during the learning process
  • Create a plan to help your organization adapt to change

02. Create a Communication Plan

Create a communication plan to connect with internal and external stakeholders as part of your change management plan. Consider internal stakeholders such as technicians, service management, marketing, sales, and customer service employees. External stakeholders may be vendors, your customer’s customers, or contractors.

Use these questions to guide your communication plan:

  • Who are your audiences?
  • What does each audience care about most?
  • What do they need to know to be successful?
  • When do they need to know it?
  • What are the existing communication channels?
    • Are these communication channels effective?
    • Do you need to add, remove, or change any communication channels?
  • Who should deliver the message(s) for it to be effective?
  • How often should each audience be communicated with?
  • What do you need from your audiences at different points in time?
  • How can your audiences communicate with you?

How you communicate is just as important as what you communicate. Review the following examples, and include any methodology in your communication plan that meets your needs.

  • Newsletters: A newsletter is a method of communication in the form of an email or a page dedicated to your internal employee website. The newsletter often acts as an information sheet specific to the client, such as program news, new employees, upcoming events, etc., and specific programs impacted.
  • Posters, Banners, Flyers: Posters, Banners, and Flyers act as a method typically posted around the client site in approved areas such as bulletin boards and wall cubicles. Usually, these methods of communication contain more visual aspects of communicating an event or a specific program update that is used to entice and capture the employees’ attention. Working closely with your marketing department for approval before posting around the site and release may be necessary.
  • All Access Website: An all-access website acts as a method of communication, also known as a “One Stop Shop” that provides the end-user the ability to access various information, postings, calendar information, active links to the tools, training, documentation, etc. all from the same web page. Having an all-access website allows the end-user to access all forms of information without navigating to multiple areas, or emailing various team members to access the information they need. Be sure to include all available training from PTC and how to access it.
  • Email Communications: Emails often are a form of communication that can be in the style of information bulletins and program status updates alerting the end-user community of upcoming events, changes within the program, and other program-specific information that would impact the user. It is a way to inform and engage the end-users. This is usually done on a monthly and “as-needed” basis. The program users must understand the purpose, progress, and functional changes impacting them.
  • Surveys: It is recommended that surveys only be conducted quarterly or less. If you send too many surveys, the end-users may become less inclined to complete them.
  • Demonstrations: Demonstrations can be executed in a few different venues. Typically, a demonstration allows the end-user to understand the changes occurring and the possible process changes. They can see the implementation of the tool in a live session. These demonstrations can be done in a formal meeting room with invited attendees or on a “walk-up” basis. Demonstrations leveraging the “walk-up” method allow users passing by to stop and see what is new and coming to the program. It is a great way to grab users who otherwise may not have time to sit in a formal meeting room demonstration. We recommend both methods. This method is vital during Hypercare and initial deployments to increase user engagement.
  • Question and Answer (Q & A) Sessions: These Q&A sessions usually occur before releasing the application to the end-users and continue for a few weeks after implementation. Often, these are scheduled to occur weekly to accommodate all regions if there is a global impact on end-users. Typically, these sessions would be held for an hour and address end-user's questions. We recommend that the client be involved in this process to ensure that the presenters address all topics. As you conduct Q&A sessions, the questions and answers should be compiled and updated in the Frequently Asked Questions (FAQs) document. Refer to your change management plan to answer some of these questions. In addition, you may mention the training or materials end-users will need to use your ThingWorx application. More detailed information is available to help you plan end-user training.

In addition to informing others, you should listen. Establish a way for your internal and external audiences to respond to you. They should provide feedback, voice concerns, and share opportunities you may not know about.

03. Plan Feedback Mechanism

While it is essential to communicate, listening is also imperative. If stakeholder communication only comes from one direction, you risk overlooking valuable feedback or missing opportunities to address concerns. Instead, establish channels for soliciting and responding to feedback across your organization and ensure stakeholders know how to get answers.

To help facilitate and elicit feedback, try one or more of the following methods:

  • An open forum or team website: Provide a forum where stakeholders can ask questions and make comments. Project leaders can help answer common questions across the organization.
  • Group email: Some employees may hesitate to post on a public forum. To engage them, consider creating a dedicated project email inbox. 
  • Anonymous survey: Send anonymous surveys throughout the process to gather honest feedback without the fear of negative consequences
  • One-on-one interviews: These can be conducted informally on the shop floor, or they can be set up in a more formal setting

Whichever method you choose, be sure frontline workers, managers, new trainees, project participants, and other stakeholders know how to express concerns, share ideas, and ask questions.

04. Create a Change Management Plan

You should create and execute a change management plan that specifies how your organization will transform from today to where it intends to be in the future. A successful change management process should be continuous: start by defining a vision and continue to measure progress after the change occurs.

Your change management process should:

  • Define a compelling vision and clear objectives
  • Ensure strong leadership and effective sponsorship
  • Build and maintain ownership and accountability
  • Align processes, organization, and culture
  • Involve employees
  • Provide adequate enablement and support
  • Ensure stakeholder-specific communication
  • Measure and monitor benefits realization continuously
  • Identify how the change is valuable to everyone involved

Document your change management plan and distribute it throughout your organization accordingly.

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Develop Long-Term Solution Management Strategy

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