Acquisition

One of the signs the economy picks up, the increase in mergers. Most important for the success of the two organizations together is a communication plan in order to retain good employees and maintain promotes productivity.

From my experience as a consultant and writes on a number of mergers, I know that there is anxiety, emotional time. They take care of the employees losing their jobs may hate her new boss will be forced to acquire new skills, to give to their favorite benefits or lost in a stormy sea.

Since the emotional intensity change as the merger progresses, I have good plans for the three phases:

1. Big Bang, when you need to introduce people and clarity, and as a stabilizing factor
2nd Smoking, if you know when to expect decisions and the context in which they are made, for example on safety in the workplace by adding the value of the individual or for determining seniority
3. still hot, when you promote a sense of community, while recognizing the current sensitive

Big Bang
If a merger announced, uncertainty and lack of confidence is a vacuum created by rumors and fear. Start to fill the vacuum by the introduction of people and businesses.

In the beginning, is manager of critical speakers, because they are new or changed organization. Managers are a combination of state and government to the employees.

During the first two weeks should executives go to so many places and as many people as they can. Although the distance they can force them to exercise some people, they should contact their video conferencing and other interactive, personal technology and stay away from faceless memos and e-mail.

You should talk about why they have it, the values they share and show part of its strategy and philosophy purchased. Employees feel better when they get a general idea of the organization is heading.

To ensure leaders are consistent and clear, they should give the same message and support for slides and materials. You must try abbreviations may not be to avoid business jargon or terms for new employees. The language should be concise, simple and calm.

Managers should reinforce these messages with their team. You should also find out about issues or problems.

Smoking
The integration continues, managers will play a major role, explained issues and decisions to their employees. Standard Vehicle newsletters intranet will also ramp up.

Even more important is the feedback from managers, surveys, focus groups, Facebook and other social media, special voice mail boxes and various other sources.

Reich, because the uncertainty needs to staff, confirmation of how knowledge of the timing of decisions on matters that affect them. Employees should these types of changes in their manager, taught individually or in small groups, depending on the sensitivity before the announcement to the rest of society is being challenged, and long before the media notices.

Still hot
When the new reality is taking shape, the employees understand and become involved.

Although much of the fear of the unknown is gone, they are still adjusting to new brands, technology, people and way of doing things.

It is therefore important to foster a sense of belonging to the new or larger organization through the coffee mugs, jackets and other jewelry with corporate logos. It is also time for sports events, fundraising, parties and other festivities.

In order to adapt to new systems and processes, they will need communication, how to change, says she personally relate to. Written interviews with employees who already have the technology or new ways with a good way to provide information and credibility.

In this phase, many employees are not only more comfortable with the new status quo, but also, as some of her colleagues created from the changes, opportunities. The promotion of these employees over the intranet, newsletters and other forums and managers to discuss them at meetings.

How well employees deal with change will vary with the individual and the culture of the organization. But companies that reunification would assume that most employees feel fear and other emotions of planning and communication strategies aimed directly at her heart.