So there is typically a lot of dissension at this stage. In year two, the effort becomes interesting, to put it mildly. This is typically when the anti-change forces, the people who do not want to see the status quo altered, really assert themselves. Their jobs are changing, and they are more worried. The organisation is in the second year of the conversion.
Programs usually go away after a year.
When they realise this one isn't, the anti-change people become more aggressive about pointing out the shortcomings and mistakes that have been made. The change agents are still making normal learning mistakes so the anti-change folks will have plenty of shells to hurl. Basically, expect the second year to be pretty messy and confrontational. If you surveyed employees now, the consensus reply would be, The jury is still out. The third year is a building year.