{"id":5319,"date":"2026-01-29T14:38:24","date_gmt":"2026-01-29T14:38:24","guid":{"rendered":"https:\/\/groupmapping.org\/?p=5319"},"modified":"2026-01-29T14:38:24","modified_gmt":"2026-01-29T14:38:24","slug":"waarom-het-veranderplan-toch-stagneert-op-de-werkvloer","status":"publish","type":"post","link":"https:\/\/groupmapping.org\/en\/why-change-plans-stall-in-the-workplace\/","title":{"rendered":"Why the change plan stagnates on the workplace"},"content":{"rendered":"

Marina Simunovic:<\/p>\n

”Waarom het veranderplan toch stagneert op de werkvloer”<\/h1>\n

Over the past few years, I have seen the same thing happen over and over again: strong change plans that are stuck on the workplace. In this article I share why that happens and how (change) communication makes the difference between knowing and actually doing.<\/p>\n


\nLink to Marina
\n<\/a><\/p>\n

What I saw happening on the floor<\/h2>\n

For five years I worked as a Service Designer. My goal was clear: to make business processes and services transparent and people-centred. Over time, I noticed something more and more often: even the most sophisticated processes failed in practice. Not because the processes were flawed, but because people did not understand the change or could not act on it. Over the past five years at Groupmapping, I have specialised in change communication because it creates the vital bridge between abstract strategy and people\u2019s day-to-day experience.<\/p>\n

When organisations transform, whether they are a new strategy or a variety of change projects, I see that the focus is often on reporting lines, new practices and tight KPIs. The human side is taken for granted. But right there is the crux: an organisation changes only when people change.<\/p>\n

Inform versus activate and mobilise<\/h2>\n

put into practice Internal communication<\/strong> and change communication<\/strong> The Commission has already made a number of proposals for the introduction of a European information system. inform<\/strong>But one. transformation<\/strong> calls for attention to dynamics, focused on activation and mobilisation. It is about encouraging people to feel and do the content and why. Then, to get them actually moving in the realisation. Internal communication ensures that they know, this approach makes them feel and do it.<\/p>\n

How do you do this?<\/h2>\n