Tackle conflicts head-on by enforcing policy changes with clarity and transparency. Align the team by explaining the benefits and offering support through the transition. In a post-merger world, unity and clear direction crush chaos ???? — Sethunath, HRM

Define what it is that needs changing/amending. Ensure there is a primary facilitator who can lead the discussions. Ascertain all positions through open discussion. Be prepared to handle conflict as different opinions come to the table. Refer back to primary objective and drive for a consensus. Understand the pros and cons of each position. If that fails then leaders must stand in and make the final call.

Address conflicts head-on by communicating policy changes transparently and involving the team in discussions. Reinforce the benefits and provide clear guidance on the transition. Unity through clarity is key to post-merger success. ???? — Sethunath, HRM

To handle policy changes effectively post-merger, start by clearly communicating the reasons behind the changes to the entire team, emphasizing how they align with the merged organization’s goals. Offer detailed explanations of new policies and provide written resources for reference. Create forums for open discussions where team members can voice concerns or seek clarifications, which can reduce anxiety and resistance. Involve employees in the transition process by seeking their feedback and incorporating their input where feasible, fostering a sense of ownership and collaboration in the new environment.