Implementing a new HR system is a milestone. Getting people to actually use it, well, consistently, and without three months of support tickets, is a different challenge altogether. It's one that HR leaders know intimately, and one that too often gets left until after go-live to properly address.
That's the gap we're closing with our new partnership with Pendo.
At Udder, our work has always been about more than selecting and configuring the right HR technology. We get hands-on with process design, data, testing and adoption, because a system only delivers value when it actually fits the way an organisation works day to day. Our consultants bring functional depth across HRIS, Talent Acquisition, and Payroll & Finance platforms, built from years of hands-on delivery rather than theory.
Pendo brings something we haven't had built into our own toolkit until now: a Software Experience Management platform that shows, in granular detail, how people actually engage with the systems they've been given. Product analytics reveal where users get stuck or abandon a workflow entirely. In-app guidance, tooltips, walkthroughs, onboarding checklists, lets teams solve those problems directly inside the application, without waiting on engineering resource or hoping someone reads the training document.
Put together, that means clients working with us gain visibility into how their new HR self-service portal, Workday rollout, or ATS migration is actually landing with real users, and the tools to guide people through it in the moment, rather than reactively, after the support tickets pile up.
Take a common scenario: a business rolls out a new HR self-service portal for leave requests. Without visibility into user behaviour, HR ends up fielding a wave of support tickets with no clear picture of where the friction actually is. With Pendo's analytics layered in, it becomes possible to see, for example, that a large share of users are abandoning the process at a specific step, add a tooltip to clarify the sticking point, and measure whether completion rates improve as a result.
That's the kind of feedback loop that used to depend on guesswork, or on HR teams noticing a pattern in complaints months after the fact. Now it can happen in near real time, and it can inform how future phases of an implementation are shaped.
HR functions are under constant pressure to modernise and integrate their technology estate while proving measurable value across the employee lifecycle. Selecting and implementing the right systems is only ever part of that story. The other part, adoption, engagement, and continuous improvement based on real usage rather than assumptions, is where a lot of otherwise well-run projects quietly lose momentum.
Bringing Pendo's capabilities into our delivery model means we can support clients further along that journey: not just getting a system live, but making sure it earns its place in the day-to-day and keeps delivering value long after go-live.
We're looking forward to what this partnership makes possible for the organisations we work with, and to helping the herd get more out of the tech they've already invested in.
If you're planning an HR system implementation, or already live and wondering why adoption hasn't landed the way you expected, we'd like to hear from you. Whether it's a new HRIS, an ATS migration, or getting more value out of a platform you've already rolled out, our team can talk you through how the Pendo partnership fits into our delivery approach.