Disruption can be a positive and vital catalyst for business transformation. It can challenge old assumptions, ignite conversations, drive innovation and expose new possibilities. Disruption can shed a unique light on difficult issues, giving a fresh urgency and perspective to the challenges of our global community. To solve the most intractable challenges positive disruption is a key fundamental and path to genuine progress.

When you choose a Human Capital Management system, it’s a significant investment. You buy best practice, leading edge, the next big thing. You have faith that it will challenge you to adapt and adopt and that there will be an element of business transformation, large or small, that goes alongside the implementation.

“Learning and innovation go hand in hand. The arrogance of success is to think that what you did yesterday will be sufficient for tomorrow.”

William Pollard

Back in the days of big on-premise HCM implementations, a customer could spend a couple of years or more on a major implementation. Add to that further roll-outs, maybe a phase-two, and then you are already several years down the line from when you first looked at that fresh new product. By that time, your system is likely in need of a major upgrade or even reimplementation, and you find yourself again at the start of that long change cycle.

Cloud products and methodologies open the door to new possibilities by shortening not only the implementation cycle but also the innovation cycle.  Cloud promised to keep challenging us, and it has kept its word – SuccessFactors puts out four releases per year.  But with continuous innovation comes continuous change, and it is hard to embed constant change.  Last year SuccessFactors moved to two major and two minor releases in a year to reduce the level of change that its customers were dealing with.

While SuccessFactors customers must plan to adopt the universal changes in each release, most innovation comes with optional product upgrades. There is a risk that customers who fail to prepare for and embrace optional changes and upgrades ultimately see less return on investment, having failed to harness the continuous innovation that they initially set out to achieve.

Fortunately, there are simple ways to ensure that a mindset of continuous change and positive disruption are embedded in your organisation:

  • Engage in the customer community (community.successfactors.com).
  • Engage regularly with SuccessFactors through your Account Manager.
  • Regularly revise your HR Systems roadmap to take into account innovations planned on the SuccessFactors roadmap, and proactively plan to align organisational change with systems enhancements.
  • Submit product ideas to the Customer Influence Portal and vote for others’ ideas. Why pay to develop a bespoke solution, when by planning ahead – you may be able to have it as part of the standard product?

“The important part of the shift to cloud-based core HR is the opportunity it gives you to revisit and modernise your organisation’s internal processes.”


Simplify and automate your governance around Release Management, tying it back to your Roadmap, so that your key stakeholders are routinely challenged to accept and adapt to innovation. If this is too much to do in-house, or you need a little boost to get you on the right track, Keytree provide roadmap and alignment services, along with Release Management services, to help your organisation benefit from positive disruption.