Then there is a real likelihood that people will sink back into resistance and may even undermine your change strategy completely. During Commitment Now that you are through the transition, set about consolidating the change. Implement an appropriate cultural change program. Recognise and reward people who are responding well to the change. Be careful to not inadvertently reward any behaviour that is inconsistent with what you're aiming for.
People move through the emotional stages of change at different rates.
That's why these transitions can be hard and counter-productive. Sometimes it is impossible to tell people too much ahead of the change because of market forces. But if people are in denial, or are angry or resistant, productivity will be low. You might see a short term spike in response to the change but it is likely to be short lived until these stages are worked through. Design and plan your change management strategy to recognise and support the transition phase.