AMA: Driving Microsoft Teams Adoption

Check this video by community member and Microsoft CSM Stuart Ridout, it shows how you can zoom and annotate during a Microsoft Teams meeting while sharing your screen. https://www.youtube.com/watch?v=UAk6R800KN0

Hi Courtney, What about using White Board for the scenario you mention? Recent update in the App is really great with lots of features and templates to capture ideas, share information, etc

I'm keen to hear more stories from organisations that have run successful frontline worker campaigns encouraging Teams usage. Viva Connections may help with one of the most significant needs, communicating directly with the frontline. Two way communication, where essential comms are sent out and frontline can respond. Or allowing frontline workers to share their work stories with low friction. If your retail environment has a back room to get stock, using the Walkie-Talkie feature is great for communicating with team mates in the back room about availability of stock. The use-cases are endless.

Link to resources: https://docs.microsoft.com/en-us/microsoftteams/get-started-with-retail-teams-templates

This is a great resource to help with the adoption of Teams with front line workers - https://adoption.microsoft.com/microsoft-teams/frontline-workers/

Hi Frédérique Harmsze. Microsoft 365 Learning Pathways needs to be updated every now and then. 

Here's how to update it. https://docs.microsoft.com/en-us/office365/customlearning/custom_update

Karuana mentioned about where they announce when new content is available. 

 

Join the Adoption space here in the Microsoft Tech Community. They usually make an announcement there. https://techcommunity.microsoft.com/t5/driving-adoption/ct-p/DrivingAdoption 

 

Hi there... here is the link you can check and we update content quarterly. https://docs.microsoft.com/en-us/office365/customlearning/custom_contentupdates

This tends to be a very organic process. it's not about the number of champions, but in looking for, finding, and then SUPPORTING your champions as they self-identify.

Take everyone who are willing! Being a champion should be voluntary. Naming champions from above or forcing someone to be a champion doesn't work in the long run. If your champions are eager to help others and develop their teamwork, they will also stay involved in the future. You also need a long term roadmap and an active champion's network owner for the network to really thrive!

Decide the basic skill set you would want your employees to have. Have a plan for continuous training, because employees come and go. The basic skill set could be for example: "Employees have adjusted their notification settings and arranged their teams and channels. Employees have active discussion in channels and collaborate on documents together. Employees have meeting best practices and write memos in OneNote." That's already A LOT. What comes to all the extra cool new stuff: have champions to pilot those functionalities and applications and promote them to the more advanced people in the organisation. Not everyone in the company has to know about Lists or Loop. They need to know about functionalities that help with their day-to-day processes.

I've worked in orgs like this -- and led governance/change management efforts within them. What worked for us is scheduling regular, consistent communications and giving people a place to ask questions, and get responses. I'm a huge fan of setting up the sync between Message Center and Tasks so that you can readily see all changes as they happen within the platform, and address those that impact your org. You can then send out a weekly/monthly update of what is changing, what is new. Holding a consistent change mgmt board review and allowing people to ask questions and then to openly, transparently talk about what the org is doing, what can be supported while still remaining secure/compliant.

I relate to your challenge Caroline-Hackney. The tech continues to improve and change. 

It's best to start with the scenario. What is the need?

• If it's to improve conversations while collaborating on a document, start there.
• If it's organising and event and co-ordinating related tasks, begin there. 

Introduce 2 or 3 skills around that need. Make your own learning pathway that you want to introduce to people. It becomes easier to follow and people can absorb it at their own rate. 

 

These scenarios and needs don't change. The tech will continue to improve. But with a learning pathway that suits your organisation, you can give people a starting point that they can relate to. Continue to add the new skills and features onto the tail end of that learning pathway as time goes on.