Eliminating FUD
As we all know, one of the biggest concerns in effective merger integration is the "fear, uncertainty, and doubt, (FUD)" caused by the event.
We also know that a focused effort and resources dedicated to communication planning is key. I'm looking for opinions on what works and what doesn't work when communicating status and impacts of the merger.
Any techniques or thoughts that you would recommend for eliminating FUD wherever possible?
P.S. invite others to this group!
JD
Views: 6
Replies to This Discussion
-
Permalink Reply by Nick Peters on -
I think one of the keys is to have as many Human Capital issues worked out before Day One of the integration. If employees know that a new organizational structure has been worked out, that there is a solid process in place for listening to employee preferences, and any job changes will be transparent and based on merit, then there is much less FUD. By putting Human Capital integration at the very top of the integration list, FUD can be replaced with COP (confidence, optimism, and passion).
-
Join Us On
  |
  |
M&A Links™
M&A Links™ - Thank you for visiting the online community for mergers and acquisitions, financing, and turnaround professionals. Registration is complimentary to qualified professionals only.
© 2012 Created by The M&A Advisor.
