5 Proven Strategies to Support Staff During Audit Technology Change 

When Tricia Katebini, partner at GRF CPAs & Advisors, began rolling out a new cloud-based audit platform, she made an intentional and insightful choice: she brought a known skeptic onto the core implementation team. 

“I chose someone I knew was so resistant to change… now she’s one of my biggest cheerleaders,” she said during a panel at Caseware’s recent CwX conference. 

Rather than trying to silence doubt, Katebini invited it into the process. That decision helped surface real concerns early, validate staff emotions, and ultimately transform uncertainty into ownership. 

Because when people feel included, they’re far more likely to feel invested. 

Technology adoption starts with people 

It’s easy to get wrapped up in the technical side of audit transformation—platform capabilities, rollout timelines, compliance requirements. But the real foundation of success lies with your team. 

Staff aren’t just adapting to new tools—they’re adjusting how they work, how they collaborate, and how they feel about their role in the firm. 

Firms like GRF and Baker Tilly International have shown that technology adoption becomes meaningful and sustainable when firms lead with empathy and support. These five human-first strategies can make all the difference. 

1. Involve skeptics from the start 

Too often, transformation plans are built by early adopters. But to create genuine buy-in, you need to involve people who may be hesitant. 

By including skeptics, you’re not just validating their concerns—you’re showing them that their voice matters. This fosters trust and creates space for more thoughtful, inclusive implementation. 

At GRF, that approach paid off. Their once-reluctant team member became one of the strongest advocates, helping others move from discomfort to confidence. 

People-first takeaway: Empowering skeptics turns doubt into dialogue and builds lasting trust. 

2. Set honest expectations and stay flexible 

Change, even when positive, can be disruptive. What staff want most is clarity and realism. 

Katebini was transparent with her team when they began their migration to their new platform: “We might add time to our engagements in that first year… but let’s talk about what year two and three look like.” That honest framing helped her team see short-term growing pains as part of a longer, profitable journey. 

Andrew Paul, director of audit technical at Baker Tilly, echoed this: “Accept when you start off that your timeline may not work.” His team paused their solution rollout to integrate Caseware’s new AI digital assistant, AiDA, because supporting people in doing their best work meant staying open to what’s possible. 

People-first takeaway: When you communicate with empathy and stay flexible, you help staff feel supported. 

3. Roll out gradually to build confidence 

A phased approach isn’t just a tactical decision. It reduces pressure on people, creates space for feedback and allows teams to build capability and confidence incrementally. 

GRF initially planned for a single rollout date but adjusted after pilot testing showed the need for a slower pace. That shift created early wins and gave teams the breathing room they needed to adapt at their own speed. 

People-first takeaway: Confidence builds through practice. Rolling out in stages gives staff time to learn. 

4. Encourage peer support and shared learning 

Formal training is important, but the most powerful learning often comes through relationships. 

At both GRF and Baker Tilly, peer coaching played a key role in adoption. Younger staff, often more comfortable with new tools, helped senior colleagues with system navigation. In return, seasoned auditors offered insight into judgment and methodology, creating a two-way learning culture. 

GRF also hosted open office hours where staff could ask questions without fear of judgment. These informal, human touchpoints helped normalize learning and reduce stress. 

People-first takeaway: People learn best from each other. Build structures that foster curiosity. 

5. Celebrate small wins and support ongoing progress 

Change isn’t just about the end goal. Celebrating small milestones keeps teams motivated and reminds them that their progress matters. 

Whether it’s completing a first engagement in the new platform or helping a colleague through a challenge, these wins deserve recognition. 

Andrew Paul emphasized the value of ongoing vendor touchpoints: “That regular cadence of calls makes me realize how valued we are as a customer.” When staff know they’re supported, internally and externally, they’re more willing to lean into change. 

People-first takeaway: Recognition fuels resilience. Celebrate efforts and not just outcomes. 

Empower people to embrace change 

New audit technology can elevate quality, streamline workflows and unlock more meaningful work. But those outcomes only happen when firms lead with empathy, not just strategy. 

When people feel informed, included and supported, they’re more likely to support change. 

Ready to guide your team through a thoughtful, empowering audit engagement transformation? Find out how Caseware can help you build momentum at every stage of your journey.