Once new ways of working have been established, organisation’s will work towards maintaining the benefits and seeking improvements.

Staff Emotions

Increased stability as the pathway becomes clearer

Increasing confidence and pride due to autonomy and agility

Sense of unity with team and organisation

Relatively settled into a new comfort zone

  Expected Behaviours

Personal challenges escalating (eg. Financial impacts; tensions sharing space with family etc)

More creative and autonomous ways of working

More flexible in role and expectations

Cautious optimism

Some defensiveness in relation to balancing home and work

Escalated tensions between team members


Increasing levels of fatigue

Disengagement from too many meetings

Frustrated at lack of clarity on priorities

  Leadership Challenge

Be attuned to how different staff are experiencing the change

Normalise feelings and help staff think through their response

Look for any signs of disengagement, withdrawal, mental health challenges

Foster innovation and creativity by celebrating quick wins and ensuring staff feel empowered to suggest new things

Continue to delegate decisions and allow staff as much autonomy as possible

Business Challenge

Identifying what new ways of working should and can be maintained

Communication and change management – mapping of key messages and staff and stakeholder engagement

Re-affirming strategic and -operational priorities

Re-engaging or maintaining stakeholder relationships

Provision of support for leaders and teams

  Recommended Action

Virtual learning series on wellbeing; self-care; psychological first aid

Resource Kit – eg. Support and referral sources (financial planning; counselling)


Additional Resources