Constant development and acquisition of new competences is a prerequisite in today’s society due to an increased focus on innovation (Van der Voet et al. 2016) (Brunetto & Teo, 2018). The healthcare sector is challenged by the increasing medical opportunities and patient expectations while having unproportional resources available (Fredskild, Dalkjær & Langberg, 2017). The question therefore arises how the healthcare system deals with these issues while constantly experiencing financial cutbacks. As a strategy towards overcoming these challenges, the North Denmark Region has recently developed and implemented a series of healthcare innovation projects. The goal of these projects are to increase competences, efficiency, and quality (Regional udvikling, 2019) (Regional udvikling 2020). In total there are twenty-one healthcare innovation projects, where two of these projects were investigated as a part of this master’s thesis. Objective: The objective of investigating these two projects are to assess how the employees are affected during the innovative changes. Additionally, it is investigated how these projects can contribute to innovation in the healthcare system in general. Theory: The analysis in this master’s thesis is based on Berger & Luckmann and Leavitts theories. Different perspectives and terms from these theories are applied to identify aspects to address the thesis objective. Methods: Case studies primarily form the methodological study frame. Additional data has been collected through qualitative interviews with doctors, nurses, and secretaries and informal conversations with a senior researcher and the collaborators of this thesis. The work is conducted from a social constructivism approach, which is apparent through the interpretation and analysis of the employees’ interview statements. Conclusion: Based on the analysis, it can be concluded that there are several factors that affects the employees in these innovative changes. These factors involve discrimination, goals, meaningfulness, degree of participation, efficiency, success, and unresolved issues. It can also be concluded that the success, efficiency, and quality of the innovative change is highly dependent on inclusion, knowledge sharing, collaboration, influence, communication, trust, respect, feedback, recognition, personal attitudes/opinions/points of view, and making the goals visible.