During Lewin's Refreezing Stage Managers Should
Let’s be real: change is hard. Plus, not just for the people going through it, but for the managers trying to lead it. Here's the thing — you’ve got deadlines, budgets, and teams that suddenly feel like they’re navigating a maze blindfolded. And then there’s the refreezing stage of Lewin’s change model—where the dust settles, and you’re supposed to “lock in” the new way of doing things. But here’s the thing: if you skip this step, you’re basically setting your team up for failure. Why? Because without refreezing, all that effort, all that momentum? It evaporates And that's really what it comes down to..
So, what exactly should managers do during this phase? Let’s break it down.
What Is Lewin’s Refreezing Stage?
Before we dive into what managers should do, let’s quickly recap the big picture. Kurt Lewin’s change model has three stages: unfreezing, changing, and refreezing Which is the point..
- Unfreezing: You shake things up. You challenge the status quo, create urgency, and get people ready to let go of old habits.
- Changing: You implement the new process, system, or behavior. This is where the actual work happens—training, communication, and adjustment.
- Refreezing: You stabilize the change. You make sure the new way becomes the default, not just a temporary experiment.
Refreezing isn’t just about saying, “Okay, we’re done with the change now.” It’s about embedding the change into the culture, the workflows, and the daily routines of your team. It’s the difference between a one-time initiative and a lasting transformation.
Why Refreezing Matters (And What Happens If You Skip It)
Here’s the deal: if you don’t refreeze, your team will revert to old habits. Think about it: you’ve spent months rolling out a new CRM system, training everyone, and tweaking workflows. Think about it. But if you don’t reinforce it, people will go back to using the old tools, skipping the new protocols, or reverting to familiar (but less efficient) patterns.
This isn’t just a minor setback. It’s a waste of time, money, and morale. Worse, it can erode trust. Which means if your team sees that changes are just temporary experiments, they’ll stop taking them seriously. And that’s a slippery slope to disengagement Worth keeping that in mind..
So, what’s the solution? Managers need to actively reinforce the change. But how? Let’s get specific Most people skip this — try not to..
How It Works: What Managers Should Do During Refreezing
### Reinforce the New Behavior Through Consistent Communication
Change isn’t a one-time event. It’s a process. And during refreezing, your job is to keep the conversation going Not complicated — just consistent. And it works..
- Regular check-ins: Don’t assume people “get it.” Schedule weekly or biweekly touchpoints to ask, “How’s the new process working for you?”
- Share success stories: Highlight teams or individuals who’ve embraced the change. People are more likely to stick with something when they see others doing it well.
- Address resistance openly: If someone pushes back, don’t dismiss it. Ask, “What’s making this hard?” and work with them to find solutions.
This isn’t about micromanaging. It’s about creating a culture where the new way feels normal, not forced Worth keeping that in mind..
### Align Systems and Processes to Support the Change
Refreezing isn’t just about people—it’s about systems. If your team is using a new project management tool, but the old spreadsheet is still the default, you’re fighting an uphill battle.
Managers should:
- Update workflows: Make sure the new process is the default in all tools, templates, and documentation.
- Remove old habits: If the old way is still accessible, people will use it. Delete outdated files, disable old features, or archive old systems.
- Standardize training: Create a centralized hub for resources, FAQs, and best practices. Make it easy for people to find help when they need it.
Think of it like building a new highway. You don’t just build the road—you make sure the signs, the lanes, and the exits all point in the right direction But it adds up..
### Celebrate Wins (Even the Small Ones)
People respond to recognition. During refreezing, it’s easy to focus on the big picture and forget to acknowledge progress. But small wins matter Easy to understand, harder to ignore..
- Publicly praise teams who’ve adapted well.
- Reward milestones: A simple “Well done” in a team meeting or a shoutout in a Slack channel can go a long way.
- Track metrics: Show how the change is improving outcomes. To give you an idea, “Since we switched to the new CRM, we’ve reduced onboarding time by 30%.”
Celebrations aren’t just about morale—they’re about reinforcing what’s working.
### Provide Ongoing Support and Resources
Refreezing isn’t the end of the road. That said, it’s the beginning of a new normal. And that means your team will still have questions, challenges, and need guidance.
Managers should:
- Offer training refreshers: Even if people were trained initially, they might need a quick refresher as they settle into the new way.
- Create a feedback loop: Set up a system where team members can report issues or suggest improvements. This keeps the change dynamic and responsive.
- Assign change champions: Identify people who are enthusiastic about the new process and empower them to help others.
This isn’t just about fixing problems—it’s about keeping the momentum alive.
Common Mistakes Managers Make During Refreezing
Let’s be honest: even with the best intentions, managers can mess up refreezing. Here are the most common pitfalls:
### Assuming the Change Is “Done”
This is the biggest mistake. Day to day, refreezing isn’t a checkbox. It’s an ongoing effort. If you treat it like a one-time task, you’ll miss the opportunity to solidify the change The details matter here. Turns out it matters..
### Ignoring Resistance
Some team members will push back. That’s normal. But if you ignore it, you’ll lose credibility. Address concerns head-on, and show that you’re listening Worth keeping that in mind..
### Failing to Update Systems
If the old way is still easier or more accessible, people will use it. Don’t let outdated tools or processes undermine your efforts.
### Not Tracking Progress
How do you know if the change is sticking? You don’t. Managers need to measure adoption, track KPIs, and adjust as needed.
Practical Tips for Effective Refreezing
Here’s how to make refreezing work in real life:
### Start with a Clear “Why”
People need to understand why the change matters. Don’t just say, “We’re doing this now.” Explain how it improves their work, saves time, or aligns with company goals.
### Involve the Team in the Process
Refreezing isn’t a top-down exercise. Involve your team in shaping the new norms. Ask for their input, and let them own parts of the process.
### Be Patient
Change takes time. Don’t expect everyone to adapt overnight. Celebrate small wins, and give people space to adjust Turns out it matters..
### Document Everything
Create a central repository for all change-related resources. This makes it easier for people to find help and stay on track That's the part that actually makes a difference..
The Bottom Line
Refreezing isn’t just a formality—it’s the glue that holds change together. Without it, your team will drift back to old habits, and all your hard work will be for nothing.
So, what should managers do during this stage? They should communicate consistently, align systems with the new way of working, celebrate progress, and provide ongoing support. It’s not easy, but it’s essential.
Because here’s the truth: change isn’t just about launching a new initiative. It’s about making sure that initiative becomes the new standard
—the new way of working becomes second nature. And in a world where adaptability is key, the ability to refreeze effectively isn’t just a skill—it’s a competitive advantage. So, as you guide your team through the next wave of change, remember: the work doesn’t end when the plan is set. Worth adding: by prioritizing refreezing, organizations make sure progress isn’t fleeting—it’s permanent. Think about it: when done right, refreezing transforms uncertainty into confidence, chaos into clarity, and temporary adjustments into lasting success. They recognize that the true measure of leadership isn’t in launching a new strategy, but in nurturing the habits, systems, and mindsets that sustain it. Managers who master this stage don’t just implement change; they embed it into the DNA of their teams. It evolves. And that’s where lasting impact begins.
Most guides skip this. Don't.
