Implementing an ERP system in your distribution business is a game-changer—but only if your people use it well. And while training the entire team is important, real ERP success happens when you build a core group of champions—the internal influencers who bring the system to life on the warehouse floor, in the yard, and across departments.
But many companies miss the mark by treating ERP champions as IT helpers or “extra duty” roles.
Here’s how to build real ERP champions inside your distribution team—people who can lead adoption, drive efficiency, and turn skepticism into momentum.
- Choose the Right Champions—Not Just the Loudest Voices
What to look for:
Natural problem-solvers
Respected by peers across roles
Curious about tech—even if not experts
Open communicators and calm under pressure
What to avoid:
Only choosing managers or early adopters. The best champions often come from the floor and represent day-to-day users.
- Give Champions a Clear Role and Purpose
The mistake:
Treating ERP champions like glorified testers or cheerleaders.
What to do instead:
Define their purpose as change leaders and frontline translators, with responsibilities like:
Helping peers navigate new workflows
Offering real-time feedback to ERP leads
Identifying gaps in training or usability
Suggesting process improvements
Why it matters:
Clear roles = clear value. Champions need to feel empowered—not buried under extra tasks.
- Involve Them Early in the Process
Don’t wait until go-live.
Involve champions from the configuration and testing phases, so they:
Understand how the system works
See where it could break in real-life scenarios
Feel a sense of ownership before it’s rolled out
Result:
They’re not just trained—they’re invested. That’s the difference between using a system and owning it.
- Provide Extra Training and Peer Coaching Skills
What to train them on (beyond ERP functions):
How to explain concepts in simple language
How to coach peers without sounding like a boss
How to handle resistance or complaints constructively
How to give structured feedback to the project team
Bonus tip:
Create a “train-the-trainer” mini program to build their confidence as internal educators.
- Let Champions Customize Tools for Their Teams
Why it matters:
Your floor, yard, and office teams use ERP differently. Champions can help tailor dashboards, reports, and workflows to what each role needs.
Give them tools to:
Configure shortcuts or favorites
Build role-specific cheat sheets
Create quick reference videos or visuals for their teams
Result:
ERP adoption feels practical—not overwhelming or cookie-cutter.
- Recognize and Reward Their Impact
The mistake:
Treating ERP champions like invisible helpers.
What to do instead:
Give them visibility at team meetings
Offer bonus incentives tied to adoption milestones
Celebrate when champions reduce errors, improve data entry, or solve workflow bottlenecks
Why it matters:
Recognition turns champions into leaders—and motivates others to follow.
- Keep the Feedback Loop Flowing
ERP champions are your ears on the ground.
Give them a direct line to:
The ERP implementation team
IT or operations leads
Continuous improvement groups
Use their insights to:
Tweak training
Spot system pain points
Improve future rollouts
Pro tip:
Hold regular “ERP Champion Roundtables” where they can collaborate and learn from each other.
- Make Championing a Stepping Stone, Not a Side Job
Why it matters:
When employees see that being an ERP champion leads to advancement—not just more responsibility—they’ll step up.
What to do:
Tie champion work into career development plans
Promote successful champions into lead, training, or system analyst roles
Use ERP success as part of performance reviews
Result:
You build a talent pipeline that’s both tech-savvy and operations-driven.
Final Thoughts
ERP champions aren’t just helpers—they’re culture shapers.
By empowering the right people to lead from within, you can turn ERP adoption from a top-down mandate into a team-driven movement. That’s how you unlock not just system usage—but operational transformation.
