并购可以（而且通常不是） 将 shake up any corporate setting. When Amazon completed its purchase of Whole Foods in August 2018, 对于 instance, stories abounded of angst within 的 Whole Foods workforce.
Disruption aside, 的 number of M&如定上升。在德勤’s 最新M&A trends report, 68% of executives and 76% of private equity leaders said that 的 number of M&A deals 将 increase over 的 next 12 months. What’s more, 63% of 的 1,000-plus respondents believe that deal size 将 also increase.
除了整合文化并做出必要的人员决定外， 薪酬，股权和退休奖励是最有可能创造的因素 concerns 在威廉希尔中。结果，纽约市Farient Advisors的合伙人Zanvi Patel说’当您知道将要进行合并或收购时，永远不要太快制定沟通策略来解决这些问题。
According to Patel, who 对于merly served as head of Global 总奖赏 at E*TRADE Financial, alleviating uncertainty and stress is 的 most important reason 对于 communicating clearly about compensation. The entire workforce 将 likely have questions and 顾虑 about everything from 的ir base salary to rewards such as retirement savings plans, health care coverage costs, and performance bonuses.
Patel notes that 的 best starting point is a side-by-side assessment of each company’的补偿方案。她说’s critical to understand 的 differences and similarities between 的 two organizations, focusing specifically on which compensation structure you 将 eventually adopt.
“That assessment plays really well into how you end up communicating 您的 plan,” Patel explains.
帕特尔（Patel）说，接下来，人力资源主管应会面并分析如何补偿不同级别的威廉希尔。 “您必须清楚，准确地衡量不同补偿水平—从高级领导到组织中的入门级职位，”她说。评估需要重点关注工作角色（通常在基准薪酬数据中）。例如，一个组织的数字化副总裁的薪酬情况可能与吸收组织的数字化副总裁的薪酬情况大不相同。“您需要真正了解启动有效的沟通计划的不同之处，” she says.
Patel强调了制定沟通计划的重要性，该计划应认识到不同职能威廉希尔群体之间的微妙之处。例如，对于高级主管而言，可能需要一对一的会议。另一种策略可能是举行市政厅会议 for larger groups of 雇员。但是，Patel警告说，后者有很大的局限性，因为它 could cause a chilling effect 对于 those who may feel uncomfortable asking questions in that type of setting.
The channels you use 对于 communicating about compensation can play a pivotal role in the success of your plan. In today’s world, which includes remote work, flexible schedules, and dispersed workforces, using different mediums to share 您的 message can help you get 的 attention of every employee—no matter where or how 的y work.
帕特尔（Patel）说，使用互动工具，电子邮件，视频和/或社交媒体可能很强大，不仅可以通过各种渠道传达信息，还可以使威廉希尔个性化地了解如何 变化将影响他们。她说，例如，可以使用Webex这样的平台或工具对M&对奖金和激励计划的影响。使用该基本工具，HR可以轻松地将薪酬信息分发到分散的威廉希尔队伍，并能够同时覆盖许多威廉希尔.
“技术之所以强大，是因为它可以为人们提供一个机会，以了解示例的工作方式，” she explains. “You want to be able to communicate specific, real-world examples and give people 的 tools to see how 的ir compensation may change over time. You can develop models, 对于 example, 对于 people to understand how 的ir equity may grow in 的 new entity versus 的 old entity.”
That type of information at 的 employee’s fingertips, accessible online, can help put 的 M&她说，薪酬从个人角度改变了看法，并补充说可以“reduce stress about potential disruption to 的ir situations regarding compensation.”
No matter how you choose to communicate changes, 的 most important aspect is making sure employees get details about how it 将 work and why it is happening. “除了简单描述变更之外，还提供现实生活中的示例并清楚说明威廉希尔将受到的影响，” Patel says.
对于许多威廉希尔来说，M&一笔交易可能会令人感到恐惧，压力重重。但这不’补偿沟通是否正确就必须。“确保传递清晰，分布广泛且一致的消息，” Patel says. “这将防止后M&未能达到预期的补偿 并将有助于使后M&结果就是文化上的成功。”
