One of the biggest reasons why #projecten and change trajectories fail, or take at least longer and cost more than expected is the lack of #communicatie . An important part of a change process is the involvement of employees in the change process. Listening to what these employees have to say is an important part. The input of these employees may be important in the #risicomanagementproces and in the communication strategy, but also in indicating what the advantage is for the #medewerkers and possibly rearranging the work after the change. Requirement here is that you actually listen to these people and do not interrupt them if what they are telling is not or is not entirely correct according to your vision or is not in line with your strategy.
With many companies, the latter often goes wrong. The (project) management is often so in their story that, when the story of the employee (s) seems to go somewhat different than they had in mind, they start spitting all sorts of things to prove something that doesn't always have to be proven. The employee (s) then stop giving their input and the result is that all kinds of problems and/or solutions that could have been known in advance have not been heard, have not been included in the strategy and ultimately cause delays, higher costs, or even complete failure. of the final trajectory. In addition, the willingness to cooperate of these employees is also minimized, so you get the commonly mentioned chopping in the sand behavior which ensures a more ripple course of the project.
If you as a management or project management do not feel senang when talking about the change and/or you know of yourself that you quickly express your own opinion, it might be wise to outsource this part of the communication to an impartial person who will do this for you. and then helps embed the results in your change process.