Page 134 - Perfect Phrases for Motivating and Rewarding

Transitions

The Motivational Mindset
■ Mergers and acquisitions are major transitions. In the event
of either change, you can set the tone as to how the news is
received. Make it a positive one.
■ If your company is acquired by one that it has publicly
criticized, don’t pretend there was never any bad blood. You’re
not fooling anyone. Talk about where you are now, what has
changed, and what makes you believe this union will bring
specific improvements.
■ Avoid surprises. Share information. Missing and faulty
information fuel the rumor mill.
■ Don’t just toss out facts for general consumption. Think
about who is receiving the information. What is important for
employees to know? What information is threatening to them?
Hold meetings; answer what questions you can.
■ Stay positive, but don’t sugarcoat reality.
■ Plan your message; don’t improvise.
■ Deliver the news and move on, but be prepared to revisit the
topic as delayed reactions occur and additional questions
arise.
■ When someone leaves the company for positive reasons,
celebrate in a way that lets people say good-bye. Most
employees form strong bonds at work. A coworker or
colleague leaving constitutes a major change.
■ New initiatives, a new name, and a new logo may breathe
fresh air into the atmosphere, but if management does not
follow through, the air quickly gets stale and people feel let
down. Future initiatives will seem meaningless and are unlikely
to find buy-in among people who have come to see them as
the “flavor of the month.”
■ If you start something new, be fully committed to it. If it’s not
working, fix it. Drop it if you have to, but don’t let it fade away.

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