Corporate Intranet

One of the signs the economy recovers itself is the increase in mergers. Most important for the success of the two organizations coming together is a communication plan to keep good employees and maintain productivity fosters.

From my experience in consulting and writing on several mergers, I know that these are anxiety, emotional time. They take care of employees losing their jobs could hate her new boss will be forced to acquire new skills, to give to their favorite benefits orlost in a stormy sea.

Since the emotional intensity changes when the merger progresses, I develop plans for the three phases:

1. the big bang, when you need to introduce people and clarity, and as a stabilizing element
2. Smoking, if people know when to expect decisions and the context in which they are made, for example, whether safety of the workplace by adding the value of the individual or to determine seniority
3. still hot, when you promote a sense of belonging,while recognizing the current sensitivities

The big bang
If a merger announced, uncertainty and a lack of confidence is a vacuum that will create by rumors and fear. Start filling the vacuum by the introduction of people and businesses.

In the early days, are managers of critical speakers because they are new or modified organization. Managers are the combination of state and government to the employees.

During the first week or two, you should visit ExecutivesHow many sites and meet as many people as they can. Although the distance they can force them to practice some people, they should contact their video conferencing and other interactive, personal technology and stay away from faceless memos and e-Mails.

They should talk about why the company, the values they share and show some of their strategy and philosophy acquired. The employees will feel better when given a general idea of where the organization is headed.

In order to ensure officerare consistent and clear, they should provide the same key messages and the support of slides and material. You must try and abbreviations may not be understood to avoid corporate jargon or conditions to new employees. The language should be concise, simple and calm.

Managers should reinforce these messages with their teams. You should also find out about any questions or concerns.

Smoking
As the integration continues, managers will play a bigger roleExplaining issues and decisions to their employees. Standard communication vehicles of newsletters to intranets will also ramp up.

Also becoming increasingly important is feedback from managers, surveys, focus groups, Facebook and other social media, special voice mail boxes and a variety of other sources.

Reich, because uncertainty need employees, a confirmation of how the knowledge of the timing of decisions on issues that affect them. Workers should be informed by this kindChanges from their managers, either individually or in small groups, depending on the sensitivity, before the announcement that the rest of society is being challenged, and well ahead of the media messages.

Still hot
Once the new reality begins to take shape, the workforce understand and commit to.

Although much of the fear of the unknown have passed, they are still adapting to new brands, technologies, people and ways of doing things.

Therefore, it is important tofoster a sense of belonging to the new or larger organization through coffee mugs, jackets and other jewelry with company logos. It is also time for sports leagues, fundraisers, parties and other celebrations.

In order to adapt to new systems and processes, they will need communication, how to change that, she says personally relate to. Written interviews with employees who already have the technology or new ways with a good way to obtain information andCredibility.

In this phase, many employees not only more comfortable with the new status quo, but also, as some of her colleagues created from the changes in options. Promoting profile of these employees over the intranet, newsletters and other forums and executives to discuss them at the meetings.

How well employees deal with the changes will vary with the individual and the culture of the organization. But companies that the merger should assume thatMost people feel fear and other emotions to plan and communication strategies that aim directly at her heart.