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Communications and Staffing Plan:
Merger Integration Consulting Services 

Staffing & Retention Plans IconPlanning for and executing communications and staffing planning is essential on every level of merger integraion. Mergers are a fast-moving, fast-breaking story. Every day brings new developments. 

The messaging, communication channel(s) and timing needs to be “right.” Failure to get the communications "right" can lead directly to an organization's inability to retain key personnel, maintain staff morale necessary to ensure future success and keep the up momentum required for integration success. 

“Truth” is a moving target and often obsolete when communicated. A well-crafted communication plan combined with proper execution of the plan reduces staff anxiety and cynicism and maintains leadership’s credibility. Everyone wants to know “how does this impact me.” 

In this tense environment it is easy for messages to be misinterpreted, twisted and/or exaggerated. Gaps in communication are interpreted and individually filled in by staff affected by the merger – often based on the most negative assumptions and scenarios. 

Communications and staffing planning requires much more thought in a merger than it does during more stable, less stressful circumstances. Yet most key managers receive little education regarding what to say, how to say it and what not to say. 

Practically everything that is communicated is taken seriously, studied for innuendo, or held up to the light for subtle implications. Many merger integration problems trace back to communication problems. Communication and staffing planning is accomplished in weeks rather than months! 

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Consulting Approach and Deliverables

Working with your team, we provide our deep merger integration experience and expertise, including best practice tools, techniques, and methods, to facilitate high-intensity, short-duration, sprints to develop the communications and staffing plan. 

Deliverables include: 

  • Identification of the communications objectives and planning guidelines. 
  • Perform stakeholder analysis and identify communication needs for the organization. 
  • Create communication plans for prior to Day 1, Day 1 and post-Day 1. 
  • Identify staffing and retention key considerations. 
  • Assess post-merger staffing requirements.
  • Identify key talent retention strategies. 
Who from your team should participate?

Positioning the integration team for success typically includes a balanced mix of decision makers responsible for leading the post-merger integration as well as functional personnel within each layer of the organization who are expected to play a key part in the integration plus any additional stakeholders that can additional insight into your organization's communications, staffing and retention needs.  

Communications and Staffing Plan

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Why Inteq



Inteq is privately held and is not under pressure from Wall Street or Sand Hill Road to make the "quarterly numbers."



Inteq has earned the reputation as a firm that delivers practical solutions on-time, on-scope and on-budget.


Business Value

Business value is a driving force at Inteq. Our consulting approaches, methods and frameworks are engine.



We clearly understand that we are guests working in your business space with your people.



Our professionals are seasoned, hands-on practitioners with substantial business and industry expertise.


Business Relationships

Every client relationship is important to us. We assist many clients with large and complex projects.

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Needs and Objectives In More Detail