What is the goal of the 'refreezing' stage in the change management process?

The 'refreezing' stage in the change management process is pivotal for ensuring that the changes implemented within an organization are sustained over time. This stage solidifies the new behaviors, processes, or organizational structures that have been established during the change initiative. By reinforcing these changes, the organization aims to prevent regression to old habits or systems.

Maintaining changes over the long term involves several strategies, such as ongoing training, support, and acknowledgment of employees' adaptation to the new methods. It is crucial for leaders to foster a culture that embraces the changes and integrates them into everyday operations, ensuring that employees are equipped to function effectively in the new environment. This supports the overall success of the change initiative, which is essential for achieving the desired outcomes and improving organizational performance.

Other options do not encompass the primary focus of the 'refreezing' stage. Creating plans for future changes pertains more to the anticipatory phase before change is implemented, rather than maintaining what has already changed. Evaluating employee performance may occur at various stages of change management but doesn't directly relate to the objective of 'refreezing.' Minimizing communication about the change would undermine engagement and acceptance, contrary to the collaborative efforts required to embed changes successfully.