Diagnose
Run the 16-item UTAUT pulse survey below with every affected team. Add five short interviews per site to hear the reasons behind the scores.
Output: construct scores by team, role and site
Why people embrace some workplace technology and quietly ignore the rest. Four forces decide it. Find the weakest one and fix that first.
Venkatesh, Morris, Davis and Davis (2003) tested eight competing acceptance models in four organisations, kept what predicted behaviour, and fused it into one. Press Replay the build, then tap any box for the practitioner's view.
Score each driver the way staff would on a 1–7 survey (4 is neutral). The lab shows how many people are likely to intend to use the system, how many will actually use it, what the idle spend costs you, and which lever to pull first. Start with one of the example cases.
The lab uses illustrative weights drawn from the direction of the published findings. It teaches the logic of the model. For a real client, calibrate it with your own survey data and system usage logs.
A twelve-week rhythm IALE uses when a client has bought the technology but the people have not yet bought in.
Run the 16-item UTAUT pulse survey below with every affected team. Add five short interviews per site to hear the reasons behind the scores.
Output: construct scores by team, role and site
Plot the four means. Anything under 4 is a bottleneck. Compare intention with actual log-ins: a big gap points to facilitating conditions.
Output: one-page adoption heat map
Pick one lever per weak driver, not ten. Give each an owner, a date and a measure the CFO would accept.
Output: adoption action plan with budget
Start with two teams and their champions. Fix the friction they hit every Friday. Share their wins in the Monday meeting.
Output: pilot results and peer stories
Re-run the survey and pull usage logs. Scale what moved the numbers. Drop what did not.
Output: before-and-after report, scale-up plan
Adapted from the original UTAUT items. Replace “the system” with the real name. Use a 1–7 scale from strongly disagree to strongly agree, keep responses anonymous, and tell staff how the results will be used.
| Driver | Code | Statement |
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UTAUT2 (Venkatesh, Thong & Xu, 2012) added three drivers for settings where people choose and pay for technology themselves. Studies of generative AI at work and in universities often add trust and risk as well. This introduces another variable to the elements, thereby shaping new outcomes.
Fun and curiosity drive use, especially for consumer-style tools and early AI experiments. Design the first session to feel like discovery, not compliance.
Matters when staff carry the cost, for example data bundles on personal phones. A R29 weekly bundle can decide whether a field app gets opened.
Once use becomes automatic, intention matters less. Build the tool into a fixed routine, such as the Monday stand-up or the daily safety brief.
Staff use AI assistants when they know where answers come from and when to check them. Show sources, show limits.
POPIA, confidentiality and job security fears suppress use. Answer them in writing before the rollout, not after the rumours.
Fear of getting it wrong in front of colleagues slows older and senior staff. Private practice time and small-group coaching help.
Ethics note: survey responses are personal information under POPIA. Collect consent, report only at team level (minimum five respondents), and never use scores to discipline individuals.