How to keep employees engaged during integration?
In an integration, employees' first question is often "What's in it for me?".
How do you make sure that that question gets answered as quickly and completely as possible during an integration? If it's not answered, there is the potential to lose a lot of key talent that will set-back the strategic goals of the merger.
How do you communicate the new vision and the organizational structure to support it?
How do employees make their voices heard and become engaged in the process? How do they let management know what they would like to do in the new organization?
How does management make sure that Human Resource decisions are meritocratic instead of politically-charged?
We've been struggling with these questions for awhile. It'd be great to open a dialogue about what you think matters the most and how to execute on the key priorities.
How do you make sure that that question gets answered as quickly and completely as possible during an integration? If it's not answered, there is the potential to lose a lot of key talent that will set-back the strategic goals of the merger.
How do you communicate the new vision and the organizational structure to support it?
How do employees make their voices heard and become engaged in the process? How do they let management know what they would like to do in the new organization?
How does management make sure that Human Resource decisions are meritocratic instead of politically-charged?
We've been struggling with these questions for awhile. It'd be great to open a dialogue about what you think matters the most and how to execute on the key priorities.
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