Performance Improvement initiatives can face challenges when human factors in change are overlooked or mishandled. Employees may reject changes, feel overwhelmed by new processes, or lack the necessary skills to adapt effectively. To solve these issues in employee training, it is crucial to include information on understanding human behavior and reactions to change, effective communication strategies, building resilience and adaptability, and providing ongoing support and feedback.Healthcare organizations can recognize the steps people go through to achieve change by implementing a structured change management framework such as Kotter's $8-$Step Process for Leading Change or Prosci's ADKAR Model. By acknowledging the emotional responses individuals may experience during transitions and addressing concerns proactively, organizations can better manage the shift from old practices to new ones. Managers can ensure their performance improvement efforts are successful by actively involving employees in the change process, setting clear goals and expectations, providing adequate resources and training, fostering a culture of continuous improvement and learning, and celebrating achievements along the way. As John P$.$ Kotter once said, "Change is not about getting people to understand a new direction but getting them to feel differently about what they already know." $($Kotter$)$