How to Handle Internal Communications During a Merger

For entrepreneurs, business owners and C-suite executives, a rise in M&A activity means they could be part of a deal in the near future. It would be wise to consider an employee communication plan a vital element in Judi online that an enticing deal comes to fruition.

Sample merger and acquisition letter to employees

Your merger and acquisition letter to your staff should include the following (in this order):

1. Announce the merger.

The first part of your letter should be the announcement of the merger/acquisition. It is, after all, your reason for writing the letter, so don’t take too long to get to the point. This section should immediately attempt to clear up any confusion, anxieties or rumors that have been surfacing. It will outline the timeline of the merger/acquisition and provide details about both companies, including the steps for moving forward.

2. Describe the reason for the merger.

In the next section of your letter, explain the “why” behind the merger. What will you achieve in merging with this other company? For instance, maybe you’re looking to increase your customer reach, or perhaps you want to diversify your operations. Whatever the case, share it with your employees so they understand your goals for these changes.

3. Address anticipated questions and concerns.

Naturally, your employees’ first question will be whether they still have their jobs and how their roles will change. Address these issues upfront – even the uncomfortable ones – by describing any immediate changes that will affect employees. Also offer reassurance where you can. For example, if their benefits are remaining the same (or improving), emphasize that fact. If their jobs are not at stake, communicate that immediately. Write clearly and openly about how the merger will affect their day-to-day operations.