Åh nej nu ikke igen! Om produktivitetsnedgang ved store forandringsprojekter

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Her hen over sommeren 2017 har vi i medierne kunnet læse den ene historie efter den anden om Sundhedsplatformen, og alle de problemer og udfordringer der følger i kølvandet på det store forandringsprojekt. Det er selvfølgelig hårdt for patienter og medarbejdere, når systemerne og arbejdsgangene ikke fungerer optimalt, og det er forståeligt at frustrationerne koger over, og der kommer hårde ord i pressen om forsvundne dokumenter, risiko for fejl, manglende brugervenlighed og ringe patientsikkerhed for at nævne nogle få problemstillinger.

Åh nej nu ikke igen
Man kunne som borger tænke ”åh nej nu ikke igen”, hvortil man desværre kan sige ”at det er et velkendt mønster, der gentager sig”, og flere (mange) tidligere studier peger på, at det tager et eller flere år at få et fornuftig kørende system, når vi taler om så store systemer som Sundhedsplatformen, Digital Tinglysning, Rejsekortet eller Amanda.

Produktivitetsnedgang
Fænomenet kunne kaldes produktivitetsnedgang ved store forandringsprojekter eller på engelsk performance drop – også mere malerisk kaldet ”the death valley of change” for at blive i metaforens verden – også fordi nogle store forandringsprojekter ikke kommer ud af ”dødens dal”, tænk fx på SKAT’s EFI system der blev sat i drift i 2013, og lukket ned et par år senere.

Er det så kun offentlige forandringsprojekter der forløber sådan? Nej mange private virksomheder oplever samme mønster og oplever produktivitetsnedgang lige så længe, men der er ikke samme mediebevågenhed. Det er derfor mere sjældent vi hører om dette, med mindre det går helt galt, som når en virksomhed går konkurs pga. et fejlslagen projekt.

Produktivitetsnedgangen ved store forandringsprojekter er forventelig, og man skulle faktisk blive dybt overrasket, hvis det kun er små skvulp man oplever, mens de store problemer må betragtes som ”business as usual”. Det er derfor en slags præmis for at gennemføre det store komplekse forandringsprojekt.

 

Årsagen til nedgangen
Årsagen til produktivitetsnedgangen ved lancering af store forandringsprojekter skyldes ofte et sammensurium af både organisatoriske og tekniske problemer.

De organisatoriske problemer kan være:

  1. Tilvænning til system tager tid med indlæringskurver.
  2. Mangelfuld træning og det meget svært at lave optimal træning.
  3. Opnåelse af rutiner i nye arbejdsprocesser og roller.
  4. Urealistiske forventninger til medarbejderne som forstærker frustrationerne.
  5. Modstand mod systemet fordi forandringen er uoverskuelig for den enkelte medarbejder.

De tekniske problemer kan være:

  1. Fejl i systemet, og dem vil der være mange af ved store komplekse systemer.
  2. Fejl i data fx fra konvertering fra gammel til nyt system.
  3. Work-arounds der er nødvendige ved lancering af systemet, og de tager ekstra tid fx dobbeltindtastninger.
  4. Manglende funktionalitet.
  5. Mangelfuld optimering, så systemet reagerer sløvt.

Listen over organisatoriske og tekniske problemer er på ingen måde udtømmende, men skal ses som en række typiske problemstillinger.

Som udgangspunkt skal implementeringsorganisationen selvfølgelig forsøge at imødegå og lindre de mange problemstillinger, men fakta er at driftsproblemer og produktivitetsnedgang er et mønster der gentager sig igen og igen, hvis vi ser på mange tidligere store komplekse forandringsprojekter.

Mange organisationer gør en stor indsats for at arbejde med organisatorisk implementering, forandringsledelse, brugerinvolvering osv. Desværre ændrer det ikke på, at mange alligevel vil opleve problemer og produktivitetsnedgang, hvor interessenterne bliver frustrerede og utilfredse om de så er brugere, kunder, patienter, borgere eller politikere.

Så konklusionen må være: Åh ja det er et forventelig og velkendt mønster, der gentager sig – desværre!

Du kan læse mere her:
1) Nielsen, A.-D. F. and P. Svejvig (2016). Projektledelse og implementering af komplekse forandringer – en casebaseret tilgang. København, Akademisk Forlag.
2) Svejvig, P. (2012). “Når vi går i drift!” Dansk Projektledelse 16(1): 27-29.

Per Svejvig
Per Svejvig er forsker på Institut for Marketing og Organisation, Aarhus Universitet. Per har en ph.d. i forretningssystemer, og har mere end 25 års erfaring fra det private erhvervsliv som projektleder, leder og konsulent. Han er endvidere certificeret senior projektleder (IPMA B).
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