After a period of change, recovery isn't automatic. It takes intention, space, and the right conversations to help teams reconnect and rebuild energy.
When the Change Has Happened but the Team's Still Tired
You’ve worked through the transition. People are in place. Roles are clear. But there’s still a sense of drag.
The team’s doing the work, but something’s missing.
Energy feels flat.
Momentum hasn’t returned.
The spark you need to move forward is hard to find.
If this feels familiar, your team might not need another plan. They might need a reset, one that helps them recover, reconnect, and re-energise.
Why Teams Need an Intentional Reset After Change
Even when transitions are successful, they take a toll. People have to:
- Learn new systems
- Adapt to different roles
- Navigate uncertainty
- Say goodbye to what was
When all that happens without reflection or recognition, the result is often:
- Hidden frustration
- Quiet disengagement
- Emotional exhaustion
What gets missed is acknowledgement, appreciation, and reconnection. All of which are critical for rebuilding trust, motivation and team identity.
Also read: How to Build a Team That Doesn’t Burn Out
The Three Elements of an Effective Team Reset
You don’t need a full away day or corporate therapy session. But you do need a structure, one that helps your team move from survival to momentum.
Here’s what that looks like:
1. Appreciation: What We Got Through Together
After a change period, people need to feel seen not just for what they delivered, but for how they showed up.
Try these prompts:
- What strengths helped us get through that period?
- What part of the transition are you most proud of?
- What did someone else do that made a difference to you?
Recognising each other builds belonging and gives teams a way to start reconnecting.
See also: Building Team Resilience: Strategies and Benefits
2. Reflection: What We’ve Learnt
Make space to talk honestly about what worked — and what didn’t.
Keep it simple:
- What helped us stay focused during the change?
- What slowed us down or caused confusion?
- What would we do differently next time?
This builds psychological safety, supports trust and makes future changes less overwhelming.
Explore the Horsham District Council success story
3. Future Focus: What We’re Building Now
Once you’ve acknowledged the past, the team is ready to look forward with clarity and shared purpose.
Ask:
- What do we want to hold onto going forward?
- What are we excited to do as a team?
- What needs attention now so we can move ahead well?
This part brings hope back into the room, and that’s the energy your team needs most.
How to Build a Team That Thrives in Uncertain Times
What the Research Tells Us
Resilience in teams isn't just about individual mindset, it’s shaped by the systems, relationships and leadership approaches surrounding them.
Recent evidence highlights that emotional recovery, team identity and structured reflection are key contributors to long-term engagement and wellbeing, especially after periods of change:
Employee resilience: an evidence review – CIPDWhat Teams Say After Resetting
“I didn’t realise how much we needed to stop and talk until we actually did. It changed how we work together — and it didn’t take long.”
— Participant, Digital Transformation Team, University of Westminster
How Strengthify Can Help You Reset and Re‑energise
We help public sector teams recover and move forward after significant change. Whether your team’s come through a transition or is navigating an ongoing shift, we’ll help you regain clarity, trust and energy.
Here’s how:
- Team Development Workshops: Bring your team together to talk about what’s changed, what matters now, and how to strengthen collaboration and trust.
- Discovery Workshops: Help individuals reconnect with their strengths, energy drivers and working styles, especially helpful after times of uncertainty.
- Management Development Programme: Equip managers to lead with clarity, confidence and resilience without waiting for the “perfect” time.
We shape every programme with you, tailored to your team, your goals, and your context.
Let’s talk about resetting your team.