What is the Human Quotient?
The "Human Quotient" - in the context of Change Management for DAM - refers to the complex mix of emotions, motivations, and social dynamics that shape how individuals interact with new systems & processes. It is a combination of psychological, social & emotional considerations that must be considered in the pursuit of successful transformation.
Beyond technical readiness, DAM adoption hinges on factors like how valued and supported users feel, their personal alignment with the goals of the DAM system, and their trust in leadership’s vision. A high Human Quotient in technology change & adoption initiatives means fostering a sense of purpose and psychological safety around new technology.
For instance, a company implementing DAM might overlook the fact that users already feel burdened by their daily digital tasks. Without a deep understanding and empathy for their experience and transparent communication on the benefits, even the best DAM system can become just another tool that collects dust.
One of the simplest ways to evaluate whether your change strategy considers the human quotient to the appropriate degree is to consider whether you are being ‘people-centric’ or ‘process-centric’ in your approach.
In the following sections, common themes will describe how instilling sufficient empathy, engagement and support will help make significant strides towards successfully addressing the Human Quotient within your change management thinking.
Why does the Human Quotient matter?
- Organizations with people-centred change practices reported 29% higher engagement levels and 31% higher productivity compared to those with a primarily process-centred focus.[1]
- People-centred change led to a 20% faster implementation timeline, as employees were more willing to engage and adapt.[2]
- People-centred approaches have been shown to reduce user resistance by up to 50%, leading to smoother and more cost-effective implementation.[3]
- Organizations with people-centred approaches report a 63% increase in project completion rates compared to those with process-driven approaches.[4]
Studies such as these emphasise that people-centric technology implementations see faster adoption rates, smoother transitions, and better alignment with business goals. When the Human Quotient is neglected, organizations may face user disengagement, inconsistent usage, and ultimately diminished ROI on their DAM investment. Importantly, the project costs that are incurred when this isn’t done right will often far exceed the costs associated with the initial development of a people-centric change strategy from the very start.
Prosci’s data reveals that projects without effective change management are 3.5 times more likely to go over budget, leading to direct financial consequences.[5]
Investing in the Human Quotient means recognizing the real cost of resistance: productivity drops, increased support demands, and potential missed revenue from delayed campaigns. Organizations that prioritize people as much as technology realize higher levels of adoption, long-term satisfaction and faster Return on Investment in people, process, data & technology.
[1] Deloitte, 2016, Global Human Capital Trends. Deloitte Insights.
[2] Harvard Business Review, 2019, Putting People First in Change Management.
[3] Rock, D., & Schwartz, J. 2019, The Neuroscience of Change Management. Harvard Business Review.
[4] Deloitte, 2016, Global Human Capital Trends. Deloitte Insights.
[5] Prosci, 2020, Best Practices in Change Management
