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Now that restrictions start to ease, business have an opportunity to balance the needs of continuing to be diligent in the prevention and contagion of COVID-19, whilst capturing and capitalising on some of the benefits gained by proactively shaping their new reality.

We have just undertaken the largest working from home experiment, and it is clear that how and where we conduct work has changed forever. What was seen as a temporary measure to ward off the spread of COVID-19, has discovered some unexpected benefits in employee engagement, productivity, work/life balance and connection.

Now that restrictions start to ease, business have an opportunity to balance the needs of continuing to be diligent in the prevention and contagion of COVID-19, whilst capturing and capitalising on some of the benefits gained by proactively shaping their new reality.

This guide provides some helpful considerations to help you develop your approach to returning to a ‘new’ workplace.

  • Consider the context for your new future around what has worked well for your people and your business.
  • Plan around potential predictions for the future or work, for your business.
  • Develop you approach using the 8 key areas to prepare for the immediate needs of a return to the workplace:
    • Priority Groups based on government guidelines, health & wellbeing, reputational risk, operational effectiveness & financial performance.
    • Scheduling – How many employees; what days; arrival times, team collaboration; handovers? 
    • Health and wellbeing – What physical and emotional wellbeing considerations are required? 
    • Effective working – Remote working, work processes, productivity analytics, meetings culture, performance management
    • Employee Engagement – How can we ensure effective change management for employees to be ready, willing and able for the transition?
    • Systems and technology  Third parties, support options, cyber risk management, automation of manual and location dependent processes, consistent experience for all employees
    • Policy – What policies are required? How will behaviour changes be reinforced? 
    • Facilities and workplace – What are the immediate consideration and longer term implications required for consideration?


These simple steps can help you design operating model improvements for a new reality.

For more information on these 8 key areas read our guide.

Original article by Dr Jane Gunn, Partner in Charge, KPMG Australia, Lauren Jackson, Partner, KPMG Australia and Chris Willis, KPMG Australia.