Leadership must be committed to transparent communication and be willing to admit what is still in progress and what they are - and are not - able to commit to (especially staff reductions). Straightforward, honest and regular communication free of jargon will help build and maintain leadership credibility and maintain employee engagement throughout the process. Communicating the why/benefits is also important, as is connecting the dots along the way when milestones are realized. Employees may not agree with what’s happening but feeling informed and “in the know” can help stifle uncertainty.

Mergers are like assembling a puzzle. Tell the Story: Instead of a series of dry announcements, share the “why” behind the decisions—the vision that led to the merger. People resonate with stories far more than bullet points in an email. Reverse Q&A: Instead of answering questions, ask employees what they wish leadership knew about their concerns, fears, etc. during the merger. Use these insights to craft communications that are personal and relevant. Create an “Open Office”: Build a platform where employees can ask questions. Small Wins: Highlight small milestones as the merger progresses, reinforcing a sense of movement and accomplishment. Comms: People trust their peers, and having them echo leadership’s message adds credibility.

I prioritize transparency in mergers by sharing clear goals, progress updates, and addressing concerns openly. Regular communication, inclusive stakeholder discussions, and clear documentation foster trust and alignment. Encouraging feedback ensures collaboration and helps navigate challenges effectively for a successful merger.