{"id":35996,"date":"2014-07-22t07:29:31","date_gmt":"2014-07-22t11:29:31","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=35996"},"modified":"2015-10-23t03:10:31","modified_gmt":"2015-10-23t07:10:31","slug":"6-steps-to-handle-staffing-problems-in-a-merger","status":"publish","type":"post","link":"\/\/www.g005e.com\/2014\/07\/22\/6-steps-to-handle-staffing-problems-in-a-merger\/","title":{"rendered":"6 steps to handle staffing problems in a merger"},"content":{"rendered":"

and the top 8 questions every staffer will ask.<\/strong>
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by august aquila
\n<\/em>creating the effective partnership<\/em><\/a><\/p>\n

to get your employees’ commitment to the merger<\/a>, they must understand how it impacts them personally and see the opportunities for themselves.<\/p>\n

let’s assume that the announcement for the upcoming merger or sale is handled properly.<\/a> in other words, it was not leaked or there were no rumors on the street. you can be sure that once the announcement is made, employees start thinking about one thing<\/a> \u2014 how does this event affect me? this is about self-preservation; it’s an emotional and psychological question that everyone will ask themselves. read more →<\/a><\/p>\n