During organizational change, what is the primary purpose of conducting a follow-up?

• A. To review employee errors for disciplinary action
• B. To calculate manager bonuses for positive results
• C. To recognize employees and evaluate results
• D. To document procedures for possible patent

Answer: (C)

When organizational change occurs, the follow-up is about recognizing the people involved and assessing how well the change worked. Recognizing employees reinforces the new behaviors and efforts, helping maintain momentum and morale after the rollout. Evaluating results shows whether the change met its goals, what improved, what didn’t, and what adjustments or additional training may be needed. This combination helps embed the change and guide continuous improvement.

Disciplining employees for errors isn’t the aim of follow-up after a change; it would undermine morale and collaboration. Linking bonuses to the immediate change follow-up isn’t the primary purpose either—compensation decisions belong in broader performance management. Documenting procedures for patents isn’t related to assessing or sustaining organizational change.