How can you ensure your employees stay informed and confident during a merger or acquisition process? What key messages should you prioritize to maintain transparency and address their concerns effectively? When a merger or acquisition occurs, clear communication with employees is crucial. To ensure everyone is on the same page, follow these key messages and guidelines to maintain transparency and address employee concerns during the transition.
Do’s and Don’ts: Always operate with the highest ethical standards. Focus on customer service, employee engagement, and performance. Avoid comparisons to other industry mergers or speculations about future states, financials, capacity, or staffing.
Direct Media Inquiries: All calls from the media should be forwarded to Company Communications without comment.
Cover the main employee’s question: “What’s Next?”
Benefits of the Merger: Highlight the key reasons for the merger, including a stronger company, greater growth opportunities, strategic fit, and beneficial synergies. Explain how the combined company will benefit customers, stakeholders, and employees.
Future Decisions: Inform employees that the merger might lead to job eliminations due to overlaps in corporate functions. Clarify that decisions will be made within 90 days, and you will provide updates throughout the process.
“One Team” Philosophy: Emphasize the need for teamwork and collaboration as the merged companies navigate the integration process.
Integration Timeline: Mention that the integration process is underway and provide a rough timeline for completing the merger.
Upcoming Communications: List upcoming communications, including employee newsletters, town hall meetings, and webcasts. Encourage employees to participate in these events and ask questions to learn more about the integration process.
More Information: Direct employees to the company website, intranet, or managers for additional information. Include contact information for any additional questions.
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