ABSTRACT
The quality of an integration manager's communication process will be a key factor in the success of his/her retention programme. The turmoil of an acquisition not only triggers fear, loss of purpose and a potential drop in motivation, but it also strains the bonds of loyalty, shared vision and sense of belonging. There are two main types of retention programme: Programmes to retain key players during the integration process; Programmes to retain employees in the new organization. Although not necessarily unconnected, these two types of programme have different objectives and duration. The real key players are more likely to be a handful of senior executives or line managers who possess knowledge without which the speed, effectiveness, or even success of the preliminary integration could be jeopardized. The Chief Financial Officer, Technical Director, Legal Adviser, HR Director and senior executives in Product Development, Sales of both companies are generally considered key players in the early stages of integration.
