OVERVIEW
Biopharmaceutical
20,000 Employees
ERP Implementation
Rolling out a new Workday time coding solution
"We stopped sending the same reminder to everyone and started going to leaders with their own numbers. Showing a manager exactly how their team's engagement compared to their peer group changed the conversation immediately. It wasn't the transformation team asking for a favor anymore, it was their own data asking the question."
Senior Manager, Transformation Team
The Challenge
The transformation team at this biopharmaceutical company was preparing to roll out a new Workday time coding solution — an operationally critical but low-excitement change. Time coding underpins the organization's ability to staff programs, allocate scientific talent, and protect the R&D pipeline, but current practices were inconsistent across functions and not trusted enough to inform decisions.
The team anticipated resistance: concerns about added burden, how the data would be used, and time logging feeling like surveillance rather than planning. They needed to support multiple distinct personas, keep people managers reinforcing the right actions, track who was and wasn't engaging, and move beyond static SharePoint sites and mass emails — all without overwhelming already-overburdened staff.
The Approach
Using Tigerhall's Workday integration to segment employees into personas and deliver tailored change journeys automatically, without manual distribution lists.
Building bite-sized content — videos, podcasts, and short reads — around nine core messaging areas, from understanding real workloads to flagging burnout risk from sustained overallocation.
Extending reach through Tigerhall's Microsoft Teams integration, so employees received content and nudges inside the tools they already used.
Keeping user segments current automatically via live Workday data, reducing manual targeting work.
Tracking who logged in, who reviewed content, which pieces resonated, and where engagement lagged, by leader and by population.
Results & Impact
The team had originally estimated a 12-month timeline to reach full adoption. With Tigerhall, they reached 95% platform adoption in just two months, and saw 94% Workday time coding compliance follow directly behind it. Leaders whose teams engaged more with Tigerhall saw higher compliance, and where engagement lagged, the team intervened with targeted sponsor actions rather than broad reminders.
The behavioral shift went beyond the adoption numbers: leaders began trusting live data for resource allocation, functions adopted a cross-functional process to speed up allocation decisions, and managers started using engagement data to coach their teams directly.
"Visibility alone wasn't the win. Every report we sent came with a short, specific list of what to do next, not just a dashboard for a sponsor to interpret on their own. That's the piece most tools miss, and it's a big part of why adoption held at 94% instead of spiking at launch and fading by month three."
Head of Transformation Team
Looking Ahead
Following the pilot's success, the company secured stakeholder buy-in to expand Tigerhall across the enterprise, driven by internal demand to use it for all change and transformation initiatives — including ERP implementation, supply chain digitization, org structure changes, and AI adoption. The long-term vision is a centralized, staff-centered platform that gives leaders visibility across every overlapping change initiative at once, replacing blanket communications with targeted activation for whatever change is relevant to each employee.
