Which outcome is NOT typically a goal of change management?

In the context of change management, the primary objective is to facilitate a smooth transition within an organization when new processes or changes are introduced. Change management seeks to support employees through this transition, ensuring that they are engaged, informed, and involved in the process.

An outcome that is typically not a goal of change management is reduced employee engagement. On the contrary, change management aims to enhance employee engagement by fostering a supportive environment where individuals feel valued and heard throughout the change process.

The other outcomes, such as ensuring a smooth transition to new processes, minimizing resistance to change, and effective communication with stakeholders, are all key components of successful change management strategies. They focus on creating an environment conducive to acceptance and collaboration during times of change, highlighting the importance of maintaining high levels of employee morale and participation.