1. Transparent communication: Regularly update employees on changes, challenges, and opportunities ahead. 2. Offer support: Provide resources for career development and job security assurances. 3. Foster inclusivity: Involve employees in decision-making and integrate teams smoothly. 4. Celebrate successes: Acknowledge achievements and maintain team recognition throughout the transition.

Transparent communication to the best of your ability is key. Not everything can be shared so focus on what can be shared and how it impacts the team. Show a genuine interest in your team's concerns and hold regular all-team meetings. If in-person or live virtual calls don't always work, add in asynchronous videos to keep in touch with team members. Let them see your body language and hear your tone. As 7-38-55 rule shows, only 7% of all communication is received through words, the rest is picked up through body language and tone. Don't chance communication to words only - as that leaves the reader to determine their own take on your tone.

Keeping morale high during a merger is like piloting a plane through turbulence—steady communication and trust are your wings. Build a story employees can believe in: “This merger isn’t just change; it’s a bigger runway for all of us.” Share what you know openly, even the uncertainties, to replace fear with trust. Celebrate small wins, like a team that found a smoother way to collaborate during the transition. Give employees control—invite them to co-pilot by shaping their roles and upskilling for the journey ahead. Most importantly, focus on connection: when people see the humanity behind the business, they’ll soar together.

Preparing and providing assistance to employees is very important when a company plans to carry out a merger. Some things that everyone needs to anticipate are changes in organizational vision, culture and strategy which have implications for the adaptation process. Things that need to be communicated to employees include, among other things, the purpose of the merger, why the merger must be carried out, the impact and implications on the business and work systems. We can offer assistance to employees as part of the company's responsibilities, including opening new perspectives on opportunities for careers when the company carries out a merger. This is also a challenge to everyone to grow.

A 2022 survey by Willis Towers Watson revealed that 75% of Asia-Pacific employees cited trust in leadership as critical during organizational changes. Companies like Japan’s SoftBank successfully managed morale during its Arm acquisition by implementing transparent communication channels and personalized transition support. Similarly, Australia's Westpac Bank maintained engagement by involving employees in decision-making during its merger with St. George Bank, achieving a 20% reduction in turnover. Prioritizing regular updates, upskilling programs, and a shared vision ensures employees feel valued, fostering trust and stability in uncertain times.