The ultimate success of a change is often determined by how that change is communicated to employees. Keep people informed as to what’s happening. Take care in when and how you articulate the change.
In a merger or acquisition, entire cultures must be fused. Historically the most effective way to address company culture after a merger is to treat the freshly merged company as a new entity, taking care not to favor one company’s culture over the other company’s culture.
There’s no such thing as a perfectly smooth business change. Employees will have concerns. Two effective ways of addressing them:
In addition to raises and promotions, your superstars are positively affected by softer rewards such as:
