Motivating employees during a merger can seem like a complicated task. A merger process can represent a truly delicate moment for a company. Not only because of all the bureaucratic.Legal or explicitly business aspects, but also because of those aspects directly related to employee well-being.

Following the economic crisis of 2008, corporate mergers have gone from being more or less sporadic events to almost a regular occurrence in the business landscape. The b to c database concentration of companies and client portfolios has been more common in the last 10 years than in previous periods. A corporate merger.If certain aspects are not taken into account, will lead to problems such as negative work environments or other problems with staff.

However, these are completely avoidable consequences as long as we have strategic planning that takes into account any of the circumstances that may arise both during and after the process.

One of the key factors must be the monitoring. Study and observation of staff behaviour . Implementing protocols that reduce the friction or disruption that the merger may have on the people who are part of each company and the new resulting company.

Controlling the spread of rumours will be possible through an internal communication protocol that keeps employees informed of the process at all times and involves them. There are many productivity and email mechanisms to encourage this participation.

Motivating employees differently

One of the options we can consider during a process of this type is to incentivize your employees through a pre-established motivation program that encourages direct participation in the process.

By definition, all employees of a brand—both internal and external— are potential ambassadors for the brand. Every employee, customer, or supplier will communicate about your brand at china numbers some point. In this sense, the person’s feelings about the brand will be what motivates the positive or negative nature of said communication.

During complex processes such as the one we are dealing with here – a merger or acquisition of companies – it becomes even more important to involve all these audiences in the brand’s values, in order to ensure that what they communicate is aligned with these.

A motivation program built through professional incentives, gifts, or experiences will be a way to build employee loyalty or even make them feel that the new brand resulting from the merger is theirs, if that is the case.