If there are plans to offer severance packages,

 then offer details of who might be affected and what will be offered as part of the severance agreement. There are some people that are going to make decisions regardless of what you share. Rather than attending to this issue last or not at all, the wisdom of sharing merger news with your employees will enable your company to make theNike TN Pas Cher, transition a smooth and long term success.The mere mention of "Merger," to a group of employees will most likely take on a negative slant and become the topic of conversation within moments of sharing this news. For example, share with your employees when you expect the merger to begin and when it will be complete.Be honest with them and give them a sense of where the company is and what direction it is headed once change is complete. All in an effort to determine the best way to forge companies to become one. Simply recognize that people make decisions they feel are best for them, with or without informationLinda Finkle is a leading expert on organizational communication strategies and human potential development. As CEO of her executive coaching firm, Incedo Group, Linda has helped countless leaders build internal communication and conflict resolution strategies. It only makes sense to address these fears.Let us assume that as a well-intentioned senior leader, you are planning to keep your employees abreast of the merger that is about to take place. Don't let that stop you from communicating. As a general rule, people have Nike Shox Rival Femme difficulty with adapting to changes. These issues ultimately lead to one reality and that is a negative impact to your company's bottom line. Company profitability is an inevitable side effect. The best way to combat this knee-jerk reaction is to be proactive instead of reactive. If you think this is an exaggeration, think again. Some don't trust, others simply feel they can't 'wait' till the shoe drops. Don't delay bad news. Enforce the positive effects of the merger. But, the idea is to share as much information as possible, in an effort to be forthright and respectful of employees' feelings. She brings about changes in attitude and leadership style that yield dramatic results. Yet, all too often, the humanistic value that is firmly attached to each employee is often overlooked in this process. The question that looms before you is how much to divulge to your employees? Certainly, there are some issues that shouldn't be discussed until a later time. If a management change is impending, it is in your company's ultimate best interest to acknowledge this fact and relay the information openly and honestly. The core issue is recognize that your employees will face fear regarding possible job loss, change in management, etc. If layoffs are impending and a timeline is in place, this information should be conveyed to your employees. You can be sure that management teams from each company will pore over the other's financial statements, infrastructure and more. Facing an unknown situation causes stress which leads to not being able to focus, which leads to loss of productivity. The fact that changes won't arise in some fashion isn't true and would be dishonest to imply differently.Now that you know what to divulge, how do you alleviate the uncertainty, the anxiety and rumor mill backlash?Nike Tn Requin Plating Femme Regular and frequent communication is integral to maintaining order and keeping speculation among employees to a minimum. These are the emotional factors that affect their every day life and ultimately will determine how effectively they will perform their job duties.Final Thought: Communication isn't a cure-all, or fix to every issue. In the ever-changing climate of Corporate America, senior management is attuned to the idea of keeping pace with the competition. The reason for such hesitancy and anxiety is due mostly to a fear of the unknown. Keeping pace often means making strategic changes by merging with another similar company. Learn more at http://www.IncedoGroup.com.

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