As you work through your restructuring plans and start to come out the other side, it’s time to think about what your remaining team structure is and how they have been impacted. We often forget that they may need support over and above the norm, mental and physical health has to remain at the top of your list to ensure your remaining team are fighting fit and focused on getting the business back on top.

Survivor Support

A few things to remember when considering what you need to implement to help the surviving team to help to start rebuilding the trust in a climate of uncertainty:

  • Individually each person will still be faced with their own challenges; how the pandemic has impacted their family, friends, finances, health and they may struggle or take longer to adjust.
  • The loss of their friends and colleagues at work; think about how this will impact them in their role, will they have to deal with a higher or heavier workload? Will they need to retrain? Will the management structure change? Is this something that they will be impacted by?
  • If you have lost anyone in your work community to the virus or during the pandemic period do something as a team to remember those that were lost to the pandemic. To celebrate their commitment to the business and allow their colleagues and friends to mourn them as a collective. To ignore or block this out will only mean they mourn in silence and right now, people need people to get them through.
  • How will they deal with the ongoing pandemic? We are not clear of this pandemic yet and we may not be clear for months yet.
  • If you are lucky enough that you have not been impacted with any losses in the team then be thankful together for those that have helped get you through. It will help to build morale and bond your workforce and allow them to become a stronger support network for each other.
  • Make sure you speak to your team individually and that you listen to them, really listen and allow them to explain how they are feeling and what they need from you, then act on their feedback.

Working Environments

  • Consider your workplace responsibilities. If you have a workplace then you will need to ensure you cover your health & safety and employer responsibilities when your workforce starts to return to work. This will mean following government guidelines with regards to social distancing, cleanliness and ensuring your workforce and any visitors are kept safe whilst on the premises.
  • Communicate changes and keep things factual and as positive as possible to ensure your team understand why things have been put in place, how you are protecting them and what their responsibilities are whilst in the workplace to protect themselves and their colleagues.
  • Consider flexible and working from home solutions. Flexible working is becoming a really big part of the working world and when seeking new employment, look for flexible working as a standard policy in the company they are applying to (good to know for the future!).  You should seriously consider how you can include something into your perks for this as part of your attraction process.
  • If you offer remote working make sure you are able to manage and measure what your remote workers are doing as not everyone has the ability to be able to work well from home.

and last but by no means least….please remember your  own health – be aftermath-ready. If you are to lead your team through this you have to be battle-fit, now more than ever teams are looking for leadership.

Remember: be prepared, ensure that you communicate what they need to know and keep them informed every step of the way.

Get in touch

If you need help get in touch, we have a ton of ideas and in some cases are offering many free of charge solutions so check out the website for more information on this (

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