Ein Mitarbeiter macht sich Sorgen um die Arbeitsplatzsicherheit während einer Fusion. Wie können Sie helfen, ihre Ängste zu lindern?

The uncertainty can truly be overwhelming for employees worried about job security. One thing I've found helpful is to understand and communicate the reasons behind the merger. Companies typically merge to expand their market reach, improve efficiency, or combine resources, which can lead to new opportunities within the organization. By sharing this bigger picture and specifically what’s in it for them, you address the human side of the equation. Employees are driven by emotions and personal impact, so highlighting potential benefits such as career growth opportunities, enhanced resources, or new skills development can help alleviate their concerns. Keep the lines of communication open, transparent, and empathetic. Good luck!

Getting as many facts as possible when there is a change is critical. Don't make assumptions that your job is not secure, some mergers and restructures result in more jobs being created, I know that these words both have negative connotations, however this is not always the case. Ask your manager, attend town halls and read any FAQs or intranet sites with information available to you. Reach out to your human resources team to see if they understand more, proactively seek facts and information to get an objective view of what is changing and how it may or may not impact you.

Algunas veces en una fusión no siempre se tienen los siguientes pasos claros, por lo que la comunicación con los colaboradores debe ser clara y honesta, de lo contrario creará más confusión e incertidumbre y enfatizar las oportunidades de crecimiento es importante.

Open Communication: Schedule a one-on-one meeting to address their concerns directly. Provide transparent information about the merger process and how it might impact the team.

Career Development: Discuss potential opportunities for growth and advancement within the merged organization. Assure them that their skills and experience are valued and will continue to be important in the new structure.

Mergers can trigger job security concerns. Proactive employees can ease anxieties by building strong internal networks. Connecting with colleagues across departments fosters a broader understanding of the merged company's culture and goals. This network provides valuable support and potentially opens doors to new opportunities within the evolving organization.

Mergers often present unforeseen career paths. Don't solely focus on retaining your current position. Evaluate the broader landscape - new roles might align perfectly with your career aspirations or the merged company's needs. Embrace an adaptable mindset and explore the exciting possibilities that may arise from the consolidation.

The truth is that everyone receives messages differently. While some flourish with ambiguity and see every "No" as an opportunity, others feel stressed and need more assurance until they have 100% control. People are different. A useful approach is to ensure consistent and frequent communication, organize upskilling training, and maintain a positive environment. This should be coupled with opportunities for conversation, feedback, and support.

In my opinion: The Attribute Assessment is a highly-validated tool showing how a manager or potential hire thinks and make decisions—allowing organizations to identify how well an individual's decision-making preferences align with the current or intended role. Organizational Attributes store organizational information, like distribution list names and security levels.