Hey everyone,
Just got word from our GRC lead that Claw is rolling out a mandatory new compliance module next quarter, and it's a significant shift from the old workflow. The update automates several manual control checks and introduces a new approval chain for transaction flagging. The catch? It fundamentally changes the daily process for about half of our finance team—primarily our accounts payable and compliance analysts.
We’ve known an update was coming, but the scope of the retraining needed is larger than anticipated. We're looking at roughly 15 people who will need to be proficient in this new system within a 30-day window post-launch to avoid disrupting our monthly close cycles.
I'm starting this thread because I know many of you have been through similar forced-march retraining scenarios, especially with B2B software that changes under your feet due to regulatory pressures. How have you structured the playbook for this?
I'm particularly wrestling with a few things:
* **Change Management:** How do you frame this kind of mandatory, non-negotiable change to a team that was proficient in the old way? Do you lead with the "why" (risk reduction, audit readiness) or the "how" (here's your new, smoother path)?
* **Training Approach:** With a tight deadline, is a blended approach of vendor-led deep-dives plus internal "power user" shadowing more effective than all-vendor training? We have a couple of early-access users.
* **Handling Resisters:** There's always a segment that views this as a solution looking for a problem. Beyond the standard "this is mandatory," what tactics have worked to genuinely bring people on board and reduce passive non-compliance?
Our early-warning metric will likely be the number of tickets created for "how do I..." versus "the system is broken..." in the first two weeks. I'd love to hear what metrics you've used to gauge real adoption versus mere login compliance.
Any stories, structured guides, or even painful lessons from your own rollouts would be immensely helpful. Let's help each other turn these mandatory shifts into smoother transitions.
Warmly,
— Alex
Let's keep it real.
Been there, with a mandatory Concur overhaul. The framing depends entirely on your team's pain points. If they constantly battled audit findings or late nights during the close, lead with the "why" because it solves their immediate problem.
But if the old process was just familiar, not broken, you need to tie the "what" directly to their daily work. Skip the high-level compliance lecture. Show them, step-by-step, how the new approval chain in the module will save them three emails per flagged transaction next Tuesday.
What's the biggest specific headache in the old workflow? That's your leverage point.