You’re the numbers person. The ROI rockstar. The keeper of KPIs, margins, and forecasts. And when it comes to change management, your superpower isn’t rah-rah motivation or lofty vision—it’s proof. Cold, hard, data-backed proof.

In this updated installment of our Management of Change series, we’re looking at what change really means through a finance lens. Spoiler alert: it’s not just about tracking revenue. It’s about aligning financial metrics with strategic goals—and making sure the dollars actually make sense.

So how do you measure success during change?

Great question. Executives may define the “what” and “why” of a change initiative, but you, finance friend, bring the “how do we know it’s working?” That starts with a clear measurement framework.

Here’s a modern 3-step playbook to measure the financial impact of change:

Step 1: Start with a Real Baseline

This isn’t just pulling numbers from last quarter’s P&L. Your baseline should be intentional and aligned to your firm’s specific goals. Want to shorten your billing cycle? Improve backlog reporting? Increase win rate on proposals? Get clear on what you’re measuring—then gather the numbers that show where you are today.

Think: “What’s the story our current data tells—and what plot twist are we hoping this change will deliver?”

Step 2: Set Checkpoints, Not Just Finish Lines

Change isn’t a one-and-done event. It’s a project in and of itself—one that deserves (and demands) ongoing financial monitoring. Regular check-ins on key indicators will help you manage scope creep, track adoption, and avoid unwelcome surprises at go-live.

Pro tip: Treat your change initiative like any major project. Build out milestone reviews with accompanying financial check-ins, and use Vantagepoint tools (like dashboards, custom hubs, or budget trackers) to make sure everyone’s aligned and in the loop.

Step 3: Define What Success Really Looks Like

We all love a good ROI percentage. But success isn’t always about hitting an exact number—it’s about hitting a range that proves the effort was worth it. (Because let’s face it, humans are involved, and that means change is never 100% predictable.)

Set a tolerance range. Define what “good enough” looks like in terms of improved efficiency, savings, or output. And yes, make room for measuring user adoption—because even the best system changes will fall flat without employee buy-in.

According to “The ‘harder’ side of change. The What, Why and How of change management’” The consequence of not managing the people side of change, i.e. employees and customers, has “tangible and real financial impact on the health of the organization and the project.” Therefore, set an acceptable level of success and celebrate when you’re within a good range of your numbers.

Bonus: Build in time to reflect on the financial impact of not making the change. That opportunity cost is real—and it deserves just as much attention. 

Tools That Help You Track It All

You don’t have to do this alone. Leverage your ERP (hello, Deltek Vantagepoint 👋), real-time dashboards, and reporting automations to keep data flowing and decisions grounded. Pair that with strategic support—whether it’s from your internal team or a partner like us—and you’ll move from reactive to proactive change management.

Even More Than Numbers

Management of change for “finance types” is unquestionably about the numbers. But all good number crunchers know that numbers reflect all sorts of things: More than just bottom line profit/loss, percentage increase, or improved customer satisfaction numbers.

Financial repercussions also must be measured for change that doesn’t occur to account for potential adverse effect of not making a necessary change.  Therefore, numbers have to be analyzed reflecting the “opportunity and efficiency costs of NOT making the change both of which also directly impact ROI” as we discussed in our introductory piece to this series.   

Bottom line

Bottom Line?

Financial oversight isn’t just about crunching numbers after the fact. It’s about steering the ship during change and helping the organization make smarter, data-backed decisions along the way.

So go ahead, own the role of financial change champion. Just remember: the goal isn’t perfection—it’s progress, backed by proof.

Up next in our series? Project managers, it’s your turn to shine. 🎬

Our modern day culture is often obsessed with perfection. Magazine covers are graced by photoshopped professional models and our TV screens are filled with successful eclectics whose wealth is their biggest problem.

Fortunately, perfection is not an attainable goal; the real goal is the path we follow as we strive for peak performance which is the essence of a 'perfect employee'.

It was Vince Lombardi that said, “Perfection is not attainable, but if we chase perfection we can catch excellence.” Considering that the NFL Super Bowl trophy is named after Vince Lombardi, you could say he knew a thing or two about peak performance…

So, what qualities help us along this path to being the ‘perfect employee’? 

What are the 11 P's of Peak Performance?

If obtaining peak performance is our professional goal, then, what exactly are the attributes that we need to be the 'perfect employee'?  Following is the list of benchmark qualities you should strive for on your path:

1. Proficient. Sure, you can’t have all the answers but you know how to dive in or connect with the right people to figure them out. You come to the table with suggestions - not more problems. You are constantly looking at how to improve the process.

2. Proud. You are proud of your work because your efforts are always well thought out, tested and reviewed. You don't rely on others to finish your assignments but ask others to quality check your work to make sure it is always correct.

3. Persistent. We all know to learn from mistakes, but the 'perfect employee' personifies this concept. You admit when you are wrong sooner than later. If you don't know how to do something, you find out how … with no excuses.

4. Passionate. You LOVE what you do and radiate emotion when you talk about your work!  You learn on your own, offer improvements, and share with others what you know.

5. Productive. Your willingness to push up your sleeves and work overtime while not jeopardizing other commitments is renowned. While we all have parts of our jobs that are not favorable, 'perfect employees' realize the goal of those less desirable tasks and get them done.

6. Positive. You exemplify “Can Do!” by accepting that you can always improve, you see challenges as opportunities, and you think about how things can be done instead of complaining about what you can't change (including the past).

7. Professional. You understand that while comradery is important with co-workers and clients, there is a fine line between “fun” and unprofessional “fooling around.” You make sure your work is top notch and your comments will not ever be construed as childish or offensive.

8. Able to keep Promises. You are always thinking about priorities and when the job will be completed in order to deliver in order to keep your promise. You communicate when a conflict arises but still look to deliver on time. You are faithful about deadlines and rarely provide excuses.

9. Punctual. You understand the value of time, yours as well as others. People think “punctual” is your middle name.

10. Able to Promote … others and yourself. You promote great deeds and great work regardless of who completed it. You are always thinking and talking about ways to make the workplace a better environment for your colleagues and services better for clients.

11. Purposeful. Each day has a purpose. You take each day and every action seriously; constantly thinking about what needs to be accomplished and how to generate purposeful results.

HOW to be “perfect” (or close)?

Implementing an ERP system is no small feat. It takes strategic planning, collaboration, and a commitment to long-term success. But here’s the good news: firms that get it right share several common traits. These winning strategies focus on gathering and sharing information, keeping users engaged, and continuously improving the system post-go-live.

So, what sets successful ERP implementations apart from the rest? Let’s dive in!

1. Define Objectives and Prioritize Requirements

The foundation of a successful ERP implementation starts with a crystal-clear understanding of your firm’s objectives. Companies that take the time to define their goals and align them with business needs are more likely to see success down the road. Think of it like building a house—if the blueprint isn’t solid, you’re going to run into major issues later. Prioritize your requirements early and use them as your guiding light through system selection, implementation, and beyond.

Without clear objectives, firms risk implementing a system that doesn't align with their business needs, leading to wasted resources and frustration. Unclear priorities can result in feature overload or neglecting critical functionalities.

Pro tip: Share these goals with stakeholders at all levels to ensure buy-in and alignment throughout the organization.

2. Conduct Thorough Research

Knowledge is power, and when it comes to ERP systems, firms that do their homework make better choices. Beyond evaluating core features and pricing, successful firms dig deeper into long-term scalability, vendor support, and user community strength. Choosing an ERP based on current needs alone can be a costly mistake. The best implementations come from firms that look ahead and ensure the system can grow with them. Firms that skip comprehensive research often find themselves stuck with an ERP that lacks flexibility, resulting in additional costs for upgrades or workarounds later.

What to do: Explore case studies, attend demos, and talk to other firms about their experiences to get a well-rounded view of potential ERP solutions.

3. Manage Change Effectively

Let’s face it—change can be tough. But firms that put people first during an ERP implementation are the ones that thrive. Addressing the human factor with a strong change management strategy is key. This includes training, support, and listening to feedback from users at all stages of adoption. When employees feel supported, they’re more likely to embrace the system rather than resist it.

Ignoring change management can lead to user resistance, low adoption rates, and inefficient workarounds that bypass the system entirely.

Remember: Change management isn’t just a one-time effort; it’s an ongoing process that evolves with your business.

4. Communicate Clearly and Consistently

Nobody likes being left in the dark, especially during a major technology change. Effective communication can make or break your ERP rollout. Successful firms create a structured communication plan that considers different learning styles and provides clear, timely updates. The goal? Keep everyone informed and engaged without overwhelming them.

Poor communication can result in confusion, fear of the new system, and decreased productivity during transition periods.

Insider tip: Leverage a mix of channels such as email updates, training videos, and town hall meetings to reach your audience effectively.

5. Protect and Retain Knowledge

ERP knowledge isn’t something you want walking out the door when employees leave. Firms that succeed in the long run invest in cross-training, documentation, and super-user programs to safeguard their knowledge base. Think of it as an insurance policy against turnover and skill gaps.

Without a knowledge retention strategy, firms risk costly mistakes and inefficiencies due to a lack of system understanding.

Proactive approach: Regularly update your ERP documentation and encourage knowledge sharing across departments to ensure continuity.

6. Encourage Continuous Learning and Innovation

Your ERP system is more than just a tool—it’s an opportunity to innovate. The most successful firms foster a culture of continuous learning, encouraging users to explore new features and processes. Regular engagement with vendor updates, training sessions, and ERP user groups keeps the system fresh and exciting.

Firms that become complacent with their ERP usage often miss opportunities to improve processes and stay competitive.

Keep it fresh: Schedule quarterly lunch-and-learns to explore underutilized features and brainstorm new ways to leverage the ERP.

7. Stay Up-to-Date with System Enhancements

ERP software isn’t static; it evolves just like your business. Firms that stay on top of system updates and enhancements enjoy greater efficiency and fewer frustrations. New features can streamline workflows, boost productivity, and keep your ERP aligned with your business needs.

Neglecting updates can lead to outdated processes and increased security vulnerabilities.

Quick win: Designate an ERP champion to monitor updates and evaluate their impact on your operations.

8. Re-Evaluate and Adapt Business Processes

An ERP system should work for your business, not the other way around. As your firm grows and changes, it’s crucial to periodically review your processes to ensure they still align with the system. Failing to do so can lead to inefficiencies, manual workarounds, and frustration.

If your ERP isn’t keeping up with evolving needs, employees may revert to spreadsheets and other external tools, ultimately defeating the purpose of the system.

Pro tip: Conduct annual ERP health checks with key stakeholders to identify process improvements and areas for optimization.

Get Your ERP Implementation Right the First Time

By following these proven strategies, your firm can ensure that your ERP system continues to deliver value long after the initial implementation. Success isn’t just about hitting the go-live date; it’s about continuously adapting, communicating, and innovating to make the system an integral part of your business operations.

Need a little extra help? Our team at Full Sail Partners specializes in guiding firms through every step of their ERP journey—from planning to optimization. Let’s talk about how we can help your firm sail smoothly through your ERP implementation and beyond!