Staff resistance to change rarely stems from unwillingness to improve; it's usually "I don't see the benefit" or "the tool is too difficult to use." So rollout has a few key principles: First, start small—don't flip everything at once. Let a few people try first; let results speak for themselves and others will naturally become curious. Second, new tools or processes should be easier than old methods, not add extra steps. If filling a form is more troublesome than sending a LINE message, nobody will voluntarily comply. Third, give staff a concrete problem as the goal—for example, "let's see if we can use this method to find a second stable client"—rather than announcing "the company is going digital." It's much easier for people to understand why change is needed. Once results appear, gradually expand scope and lock the process in place.