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August 12, 2026 by
Change Management for a successful Odoo rollout
Nathanael Leutenegger

Change Management for a successful Odoo implementation


Whether an Odoo implementation is successful depends primarily on the people involved, as well as on technology and methodology. As the leading Odoo Partner in Europe, braintec actively supports companies in change management. Our in-house experts guide digital transformation through communication, participation, and training.

A new ERP system like Odoo brings clear advantages: more efficient processes, better data quality, more transparency. However, it also changes the way a company works. It is essential to gain the motivation, acceptance, and engagement of the users.

“When long-established Excel lists and isolated solutions are replaced by new processes and shifting responsibilities, initial skepticism is guaranteed. And that’s completely normal,” explains Nathanael Leutenegger, Head of Project Management at braintec. In the end, it is the people who significantly decide whether an Odoo implementation leads to real efficiency gains or misses the target.

“At braintec, we do not leave change to chance, but rather advise actively shaping it with professional change management,” says Nathanael Leutenegger. “During an Odoo project our change experts engage people from the very beginning and beyond the go-live. The technical project management is deliberately separated from the change management role. This ensures that the focus is on the people and not lagging behind technical deadlines.”

Why IT projects fail despite great software

“We have often seen ERP projects executed flawlessly on a technical level, but fail in everyday use," explains Dominik Rütti, Deputy Head of Project Management at braintec. “The cause is almost never the software, but rather that the needs of the users are neglected and there is a lack of change management.”

The classic risk patterns in IT projects

  • Lack of involvement
    The new software is introduced "from above" without considering the working reality and needs of the users.
  • Underestimated process change
    A software implementation changes not only clicks and the UI, it primarily alters workflows, responsibilities and also established power structures within the company.
  • Communication as a secondary issue
    Information is provided only once at the beginning of the project, in isolation, too little detailed, or too late.
... and its consequences

Shadow processes
Employees who do not feel supported by the new system resort to familiar or private tools. Excel sheets continue to exist, data is maintained twice, data quality decreases, and the new ERP system never unlocks its full potential.

Knowledge Silos
If Odoo knowledge is concentrated in only a few individuals, dependencies on certain employees arise, and the rest of the team is left behind. At the same time, there is a risk that processes will be implemented that work in theory but are hindering in practice.

Change Fatigue
If changes are rolled out too quickly and simultaneously, there is not enough time for adaptation and feedback, and motivating milestones are missed.

Change Management for a successful Odoo implementation
For people to use the new system willingly and efficiently and for the Odoo implementation to be successful, the following three levels must interact:

Structural: Rethink processes
Technical implementation must be preceded by a thorough process analysis. Which workflows will Odoo handle, and which need to be harmonized first?

Human: Involve employees
Key individuals from the relevant departments are involved early on in workshops, testing phases, and feedback rounds. They support the project and act as important multipliers within the team.

Organizational: Anchor responsibility
Clear responsibilities for training, support, and further development ensure that employees feel confident using the new system.
Change Management: What is changing, why, and what is the benefit?
Transitioning to a new system works best when the transformation is driven as a collaborative partnership. Dominik Rütti sums it up: "On the customer side, there need to be ambassadors who lead the change by example within their team and answer questions firsthand. On the consulting side, dedicated change guides are needed who listen carefully and incorporate the concerns of future users directly into the project. Their job is also to communicate actively and transparently about what is happening."

To ensure digital transformation succeeds and that everyone involved always understands what is changing, why, and the benefits it brings, braintec guides change in companies across Switzerland, Germany, and Austria using the following measures:

  • Stakeholder analyses at the project start for the early identification of expectations and concerns.
  • Separation of project management and change management for technical quality and acceptance within the team.
  • Transparent communication with regular updates and open feedback channels throughout the entire project lifecycle.
  • Tailored training concepts designed for different user groups.
  • Sustainable guidance with support beyond the hypercare phase, until the new processes are firmly established in everyday life.
With the holistic change management approach from braintec, digitalization with Odoo software paves the way for a more efficient, connected, and future-proof working world.


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