As the owner or manager of your insurance agency, you make the decisions regarding the processes and technology in your office.

But what happens when your employees don’t embrace the new technology or software? It either goes unused or you cancel it. Either way, you’ve lost money and the opportunity to improve agency efficiency.

Technology can save your agency time and money while increasing productivity and efficiency—but only if your employees use it. And introducing your employees to new technology is not always easy. They require training and motivation to successfully adapt to a new system.

Here are five ways to help your employees embrace new agency technology.

1) Include employees in the decision-making process. As much as possible, involve your employees in the decision-making process when planning to implement new technology in your agency. Talk to them about the problems, limitations and inefficiency of your current processes. Ask their opinions on what they’d like the software to accomplish. When they’re part of the process, employees feel engaged and like their opinions matter. They’ll have some ownership in the new technology, which makes them more likely to embrace it in their daily work.

2) Sell it hard. We all have a natural inclination to resist change. Make sure you answer the “What’s in it for me?” question for your employees before you implement new technology. Though you might want the new technology because it will improve your agency’s efficiency, it doesn’t mean your employees will mirror your enthusiasm initially. You have to sell it. Over-communicate the reasons and benefits behind the new technology for the agency and your employees. If your employees can identify a personal benefit, they’ll be more likely to feel excited about the change.

For example, if your agency has never used a comparative rater, explain how your new system will simplify your employees’ process by eliminating the need for entering quote information into multiple websites.

3) Train continually. Training is crucial to the adoption of any new technology. After communicating the benefits, introduce employees to the new system and give them the time to learn it. One training session may seem like enough, but ongoing training is more beneficial to you and your team. Make a point to follow up regularly with your employees to see how they’re doing with the new technology. Collecting continuous feedback will create stronger trust and communication because your employees will feel they have your full support.

4) Hold them accountable. Don’t treat new technology as a project with an end date. Focus on the outcomes you are trying to achieve and hold your employees accountable to those goals. Getting your employees on board with new technology is not a “build it and they will come” scenario. Keep communicating and measure their adoption of the new technology so you can identify areas for improvement and milestones to celebrate.

Keep in mind that as the agency owner or manager, it is your responsibility to dictate the direction of the agency. If you believe your new technology or software is the best way to improve your agency efficiency and productivity, you will need to convince your employees. When you hold them accountable, they will understand the new technology is not going away—even if they drag their feet in adopting it in their daily process.

5) Motivate adopters. Employees who are reluctant to abandon what they already know will be more resistant to the change. Identify the employees who are embracing the new technology, and motivate them to help those who are resisting the change. This will encourage everyone to work together toward a common goal.

Adopting any new technology or software takes time. There’s a clear learning curve involved. Make sure your employees understand you don’t expect it to happen overnight.