97% Manager Confidence Across a 203-Location Dayforce Rollout
NVA needed to move about 6,187 staff at 203 locations onto Dayforce for payroll, scheduling, and timekeeping. The DORIAN Group led change enablement across every rollout wave, preparing a distributed frontline workforce for go-live.
Client
National Veterinary Associates (NVA)
Services
Change Enablement
The Challenge
NVA's HR system implementation spanned four business units and two legacy payroll systems across 203 locations in the U.S. and Canada.
Each location entered the implementation from a very different starting point. Scheduling, payroll, benefits, timekeeping, and workforce administration ran on different combinations of legacy systems, local tools, spreadsheets, manual processes, and, in some cases, paper-based workarounds.
This was not a single, standardized change journey. Each location needed to understand how its existing processes mapped to a common future state in Dayforce, while managers took on new responsibilities and continued to run day-to-day operations.
Our Approach
Build a Flexible Learning Ecosystem
The DORIAN Group designed learning around the tasks managers and staff would perform in Dayforce, with resources for both initial preparation and point-of-use support.
The program included more than 150 training materials across interactive Rise courses, instructional videos, written job aids, printable onsite posters, and other resources, supported by live training and guided digital experiences. Multi-language materials supported regional learning.
Each format served a different need. Self-paced courses introduced new processes, videos demonstrated key workflows, job aids and onsite materials provided quick reference, and live sessions gave managers opportunities to ask questions and work through real-world scenarios. The approach drove 94% manager training completion and 88% staff completion across the rollout.
Turn a 100-Page Cutover Guide Into a Guided Digital Experience
Cutover required managers to navigate a dense sequence of activities, deadlines, dependencies, and decisions while locations entered cutover from different systems, processes, and levels of readiness.
The original approach relied on a roughly 100-page cutover guide and a complex information delivery process. The DORIAN Group replaced it with a guided HTML experience designed around the manager journey. The portal walked users through cutover step by step, surfacing relevant actions and guidance as they progressed toward go-live.
The result was a more tailored, manageable experience that remained fully scalable without additional support staff or manual personalization.
Prepare
Built a role-based readiness model that accounted for significant variation in existing systems and processes.
Enable
Delivered interactive, video, written, onsite, and live learning, with select multilingual materials and guided digital support.
Improve
Used post-launch feedback to identify adoption barriers and strengthen subsequent rollout waves.
The Outcome
NVA gained a scalable change enablement model for moving a highly distributed workforce from varied legacy environments into a common enterprise platform.
94% of managers and 88% of staff completed training. Among 90 surveyed managers, 97% maintained or increased confidence through go-live, with half reporting greater confidence after launch.
Post-launch feedback identified opportunities to strengthen the user experience, particularly around payroll. Those insights directly informed the next rollout wave through more task-based workflows, real-world scenarios, point-of-use resources, earlier system access, and clearer support paths.
I found this the strongest rollout the company has done in my time here.
Location Manager · Post-Launch Survey
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