Guest blog: Employer branding

The what, why and how of employer branding

While companies are starting to get their heads around what employer branding is, why it’s important and how it differs from (and yet complements) corporate branding, few are getting it right. And some organizations are struggling to know where to start. But I get it.

There is so much being written about candidate experience, personas, journey mapping, ATSs, employee advocacy etc. Often employer branding ends up confusing the hell out of Talent Acquisition and Recruitment, HR, and Communications or Marketing teams. They don’t know where to begin, and/or narrowly focus on their own perceived part of the pie. As a result, employer branding ends up being confined to either the ‘too hard’ or ‘another meeting needed’ pile. Lots of conversation, little action.

As employer branding professionals we need to be leading the charge on addressing the three biggest issues affecting its success. These are:

1.     Mindset of senior leadership

2.     Silo’d thinking

3.     Industry cohesion

So what can we start doing, right now? All the below require little or no budget…

Mindset of senior leadership

a. Strategic thinking – Link the employer brand strategy and associated activities to the delivery of the business strategy. If senior leadership see this, they will sit up and take notice.

b. Go armed with data – Show execs the numbers, educate them on the trends and emerging themes, and provide insights that drive action.

c. Clearly outline the why, what and how for senior leadership engagement and role modelling – Too many of them don’t understand any one or all of these.

Silo’d thinking

a. Communication – Talk to your people. Talk to your Talent Acquisition and Recruitment, HR, Communications and Marketing colleagues. They will tell you what your EVP really is. Ask questions, seek opinions and listen intentionally. Keep doing this.

b. Cooperation – Accept you won’t have all the answers and neither will your agency. Go and find internal experts who can help you and involve them from the start.

c. Collaboration – When you’ve found these experts, get them involved in creating the solutions – not just the design of your EVP, but the activation and ongoing embedding.

An EVP needs to be a combined, holistic and integrated effort between the Recruitment, HR and Communications teams. Find out why from Simon’s recent presentation.

Industry cohesion

a. Sharing is caring – This is an incredible industry with fiercely passionate people doing amazing work. Let’s share as many of our successes, and fails, with each other as we can.

b. Reach out for help – Don’t be afraid to ask for help. We’re all learning. Chances are someone, somewhere will have a similar challenge to you. Crowdsource. Co-create the solution. No one does it on their own.

c. Stand proud – We are all ambassadors for employer branding. Be unashamed when you talk about it with your colleagues, family and friends.

So there you have it, 9 quick tips you can start doing today for a little less conversation and a little more action on employer branding.

Simon Rutter leads the development and implementation of Takeda’s employer brand in the UK and around the world.

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Many thanks to Simon, Global Strategic Employer Brand and Communications Director, at Takeda for his insight into employer branding. At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information on successfully developing your employer brand, call or email us today and let us show you how an employee value proposition can boost your organisation.

GDPR: Opportunity for businesses across the globe?

Why we should be embracing the GDPR

GDPR is around the corner and what an opportune time for businesses across Europe!

That’s right, you heard us correctly. The GDPR may be causing meltdown among many businesses, but we should be embracing the change to the Data Protection Act for its push to make companies more transparent!

On May 25th 2018 the General Data Protection Regulation (GDPR), will be enforced, superseding the Data Protection Act and permanently changing the way you collect, store and use customer data. Stricter guidelines on how companies process consumer data are affecting prospecting and marketing activities. As a result, companies are frantically searching for immediate solutions to comply with the latest regulations. But are we over-reacting and shouldn’t we be seeing this change as an opportunity for the better?

Companies who show they value an individual’s privacy, promote transparency by sharing how data is collected, stored and used, and implement improved ways of managing consumer data, build deeper trust and meaningful relationships with customers, suppliers and stakeholders.

Not only this, they become a company whose reputation is based on people rather than data!  As the CEO of WFA exclaims:

“GDPR represents a great opportunity to adopt a mindset of ‘people first’ rather than ‘data first’ across the entire organization. Adopting a more respectful approach to personal information can only build trust.”

But how can businesses embrace this change?

Like with all change management scenarios, the key to compliance change is to plan ahead. It’s about outlining the positive and negatives and identifying actions to accommodate both.

New research by the World Federation of Advertisers found that 95% of respondents thought that implementing the GDPR is important for their organisation and over 70% found that it was critically important.

But how does the GDPR offer opportunity to EU businesses?

Not only does the GDPR push companies into qualifying their current data, re-evaluate marketing activities and push for more meaningful relationships with audiences; it will also make it easier for companies, big and small, to do business across the EU. The GDPR has the potential to:

  • Remove undue administrative requirements including non-sensitive data processing tracking
  • Relax the need for SME’s to employ a Data Protection Officer unless legally necessary
  • Improve data control and quality, brand and reputation and thus, creating more transparent, honest and reliable companies
  • Increase visibility and offer competition opportunities for SME’s through the GDPR’s right to data portability. A clause which, firstly, makes it easier for potential customers to transfer personal data between service providers. Secondly, it opens the doors for new providers and reduces the painful transfer or resubmission of data from customer to supplier.
  • Reduced maintenance expenses, helping companies cut costs by retiring any data inventory software and legacy applications that are no longer relevant.
  • Better align businesses with evolving technology, allowing companies to easily locate, anonymise and report more securely and effectively.

Opportunity for re-connecting?

By pushing companies to contact, respond and respect their audience, offers opportunity for re-connecting.  As Philippe De Backer, Belgium’s Secretary Of State for Privacy advises:

“It’ll help businesses better identify opportunities. The GDPR is about enabling companies to know what data they have and securing that data. It is also about managing that data effectively to enable them to identify new business opportunities. The GDPR has the potential to go a long way in rebuilding trust. Trust which many consumers have lost in digital companies.”

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with compliance change management or digital transformation, call or email us today and let us show you how engagement can boost your company.

Defining organisational integrity

Organisational Integrity: we hear it, we see it but do we follow it?

Organisational integrity is and should be the foundation of any working environment.  Building trust and incentivising staff to go ‘above and beyond’ is encouraged through honesty and transparency filtered through great leaders.

As a collective interpretation of individual integrity; organisational integrity guides core values, aspirations and patterns of thought and conduct among staff.  It creates an environment that encourages trust, promotes accountability and consequently, better engagement.

By integrating more robust standards, successful organisational integrity creates an environment everyone wants to be a part of and fully supports, comprehends and understands any structural, transformational changes.

The core values

But what are the core values to base a successful organisational integrity strategy on? And how can you avoid disruption to the integration and implementation of the strategy including performance management, role conflicts and ethical climates?

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Fundamentally, the key value is trust!  Creating an organisational integrity strategy must encourage trust from the team; promote honest and transparent communication and create peer and senior led decisions based on the motto ‘do what you say you will do, truthfully and consistently with your team’.  Taking into consideration these core values will help achieve a more sustainable and operable strategy. We have put together our top core values tips to help create a culture of trust and organisational integrity based on three simple points.

Top three core values tips:

Smarter decisions: Decision-making can be an easy task.  But if you are over-committing or under-valuing expectations, respect for leaders and managers soon becomes waned and tiresome.  As a result, staff motivation starts to drop.  Making more meaningful and attainable decisions can contribute to a better engaged and trusted workforce.

Honest accountability: Composing and delivering decisions can naturally become hierarchical if not communicated effectively or coherently with the team.  Integrating decision making that responds to crisis situations or provides honest account of current problems can have a cascading effect on the mentality of the team.  Avoiding happy illusions will encourage staff to respond in the same transparent manner; it enables them to see the reality of their situation and taking responsibility for delivering results.

Open environment: Creating a more open and receptive culture within any organisation allows staff to feel supported; it encourages them to speak up as and when a situation may arise.  This leads to greater accountability and responsibility to improve, excel and promote a more effective and motivated working environment.

As employee engagement experts, Engage for Success state: ‘Trust is fundamental to high performance in a team, and high engagement in an organisation. Organisational integrity builds trust’.

Have your say

Tweet us @ClearVoiceComms

 At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with developing an organisational integrity strategy, call or email us today and let us show you how engagement can boost your organisation.

Intranets – a powerful digital tool?

How intranets can improve employee engagement

Intranets work as a collaborative platform that contain information specific to a company and can only be accessed by its employees.

A well-thought out intranet site can be a powerful digital tool that can help boost productivity and engagement.  It can also serve as a central hub of company information and resources that can help employees do their jobs, quickly and easily.

The benefits of intranets?

Intranets have a catalogue of benefits.

From cutting administration costs to supporting employees within a centralised digital workplace, intranet sites provide a key role in building an inclusive and engaged culture within the company.

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The value to HR departments

Intranets can have a significant, positive impact on key HR objectives through their ability to support, develop and communicate the employer brand and contribute to the overall employee experience.

Royal Mail and Tesco are great examples of how employee focused platforms can strengthen the employer brand and provide a wholesome employee experience.  Dedicated to staff, the sites provide valuable insights, colleague focused offers, company news, uniform order forms and exclusive employee login points which lead to confidential hub areas.

Integrating HR processes, Royal Mail’s intranet site aptly named myroyalmail.com also provides online access to employment policies, health and safety processes, share offers and business standards.

Tesco’s intranet platform, ourtesco.com, gives colleagues a central hub of staff-focused information including magazines, internal product and service promotions, community and charitable events and administrative documents including pay slips and business conducts.

A resourceful tool

Intranets considerably reduce administration costs and resources by centralising information to one area instead of across a multitude of internal servers, cloud-based platforms or even relying on one allocated body.

It also has the capacity to improve roles, expand employee engagement, strengthen employer brands and migrate company policies and procedures.  As a result, creating tangible benefits for HR departments and overall strategies.

Giving employees a reliable, dependable and resourceful digital platform.

Have your say and tweet us @ClearVoiceComms

 At ClearVoice, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on developing an intranet platform, call or email us today and let us show you how engagement can boost your organisation.

New Year: Digital trends for 2018

New Year, new challenges

The New Year is upon us and with the start of 2018, come new trends that will revolutionise how we engage with employees, reach out to customers and expand online visibility.

Through cloud technology, artificial intelligence and responsive channels, technology has already affected how companies utilise digital devices to communicate with internal and external audiences.

As we embrace the New Year, we look at what trends are set to further change your communications channels and how to prepare your workforce for the takeover.

Read about the top three digital trends:

Chatbots

Chatbots are virtual assistants animated by artificial intelligence intended to deliver real-time answers to customers. Global tech business, Oracle, found that 80% of brands expect to use them for customer interaction by 2020.  One such system which combines AI technology with data is IBM Watson.  A supercomputer with combined data storage of over 200 million pages of information processed against six million logic rules, the software can analyse the relevant information and make recommendations in real time.

In action: Fukoku Mutual Life Insurance in Japan replaced 30 employees with the AI system, believing it would increase productivity by 30% and see a return on its investment in less than two years.

Mass personalisation

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Mass personalisation is the act of creating campaigns or websites targeted to specific audience’s history.  It enables recipients to focus on what’s relevant to them at the time it matters.  For organisations, it allows them to micro-target individuals or groups; giving them relevant information that affects their specific role as and when needed.

In action: Last year Virgin Group introduced the next generation in engagement software.  Virgin Pulse Hub, a dynamic engagement and communication portal connects employees with relevant HR and benefits tools, programs and information.  It enables administrators to segment messages across a variety of factors, including age, location and health risk factors; delivering them in ways that resonate with employee populations.

Remote workforces

Remote workforces are when employees work outside the ‘traditional’ office environment.  With over 96 million workers using mobile devices to do their jobs, companies are fast discovering the overall benefits of employing staff remotely.

In action: Buffer, a social media schedule platform company has more than 80 employees working in several different countries.  ‘Courtney Seiter, Buffer’s Inclusivity Catalyst, shares that instead of having a hybrid remote and on-site environment, Buffer “does everything 100% remote first to create that feeling of inclusivity and equality across the board.”’

How to prepare your office for 2018

As we begin the new year, preparation can ensure a stress-free agenda.  Develop a plan for 2018 by encompassing tactics which can help improve and strengthen key elements of the business.  Utilise the five key areas when developing your strategy for the coming year, helping provide practical solutions in a short space of time:

Employer brand review

A great employer brand is one that both customers and staff will want to be a part of.  Review how it is currently perceived and how it can be improved forecasting key milestones to improve your employer brand.  Think about the attractiveness of the company, the core message and culture you have built.

Challenge preparation

Consider factors which may affect your business, staff and your customers.  Think about the up and coming digital trends; would they improve efficiency, increase online visibility or reduce costs? Use this time to research key events which may affect audiences such as GDPR or Brexit, helping address potential risks to your business.

Identify new opportunities

Use the New Year to explore new marketing tactics, thinking about mass personalisation, social channels and networking events. Consider new products or services or even reinventing how you package them up. Encourage staff to feed ideas for economic growth and provide incentives for internal contributions.

Financial downtime

Carry out a financial review of current costs and identify if you’re getting value for money or if costs could be better used elsewhere.  Do you have a bonus scheme in place for employees?  Assess how best to deliver these and what the bonuses are measured on including performance, sales or time of servitude.

Review and prepare a comms plan

A comms audit can help identify which channels work; identify common weaknesses and measure the overall effectiveness.  Assess who you are communicating with, internally and externally, how you could improve the comms channel and the best medium to adapt to deliver key messages.

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on strategy preparation and internal communication, call or email us today and let us show you how engagement can boost your organisation.

Mental wellbeing in the workplace

Awareness of mental wellbeing

Awareness of mental wellbeing has exploded over the last year. It’s driving companies and HR teams to acknowledge, support and integrate tools which can help employees cope with stress, effectively and successfully.

.mental wellbeing, clear voice, silke brittain, employee engagement, productivity, values, culture, bedford, HR, engagement, communicationIn 2016, 15.8 million working days were lost in the UK due to mental health issues. A 2017 report claimed 60% of employees have experienced a mental health problem due to work or work was a contributing factor at some point in their career.

However, with the increase in awareness of mental wellbeing, companies are starting to understand the physical and mental state of their employees.  By using initiatives which encompass the employees’ working environment to open discussion opportunities, companies are understanding the benefits of healthier, motivated and focused staff.

But how can you support your employee’s mental wellbeing?

Supporting and encouraging positive health and mental wellbeing needs to be engrained into a company’s culture. It should not stop at the strategy development stages.  To help tackle the causes of work-related mental health problems and promote wellbeing in the workplace, Mind, a leading charity for mental health and wellbeing developed an informative step by step guide.  Focusing on the working environment, line managers and HR professionals; the guide provides a collection of informative yet useful tips in maximising your workforce’s mental wellbeing.

4 steps to support positive mental wellbeing

Here is a synopsis of the guide to help start the process of promoting mental wellbeing and supporting your staff’s mental and physical health in the workplace:

Open-door policy

Employees want to feel that they can communicate honestly and openly.  Integrating an open-door policy will help strengthen and support engagement from the onset.  Try to implement transparent communication through all platforms; helping promote and encourage staff to share and respond respectively.

Training & guidance

For an open-door policy to work it is crucial to give leaders adequate training and guidance to help support employees.  This ensures that leaders are equipped to advise employees and proactively manage work-related factors that may contribute to poor mental wellbeing. Send a clear message to your staff that their health and wellbeing matters!

Flexible hours

Flexible hours not only encourage a more dynamic working schedule but can allow for a more balanced and healthier lifestyle.  Integrate and demonstrate behaviours which encourage motivation and social support within your team through flexible schedules.  Encourage staff to work sensible hours, take full lunch breaks and recuperate after busy periods. Senior leaders should role model these positive behaviours where possible.

Don’t forget you!

Look after yourself. Always try to ensure you maintain a healthy lifestyle, access social support and develop resilient thinking.  If you can lead by example, staff will soon follow and adapt.

Have your say and tweet us @ClearVoiceComms

At ClearVoice, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on developing a mental health and wellbeing strategy, call or email us today and let us show you how a happy and healthy workforce can boost your organisation.

How GDPR will affect your business

What is GDPR?

GDPR is EU’s General Data Protection Regulation, a new directive that will enforce businesses to install stronger data security and privacy rules for protecting personal data.  These regulations supersede any previous legislation and will come into force in May next year.  Failure to comply can result in fines of up to 4% of global annual turnover!

As 2017 has already become a frantic scramble to prepare for next year’s GDPR, we provide a rundown of who the regulations affect and how you can prepare for the milestone.

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The GDPR applies to anyone who ‘controls or processes’ personal data in and outside the EU.  That includes profit-seeking companies to IT firms, charities to agencies.  The responsibility of handling data falls to both sides; those that collect and manage data and those who process and maintain data records.

 

How does it affect you?

The new regulations will force all companies to control and manage how and why they process personal data. Data can only be used for a specific purpose.  Once companies have achieved that purpose, they must delete the data.

What is personal data?

Personal data includes any information which can identify a specific person.  This includes economic, cultural or mental health information, IP addresses and the existing definitions covered under the Data Protection Act as it currently stands.

How do I get consent once the GDPR is in place? This is when good recording keeping comes into play!  All companies who ‘control’ personal data must keep a record of how and why they obtained that information; it must record how they will process it. And it must provide the opportunity for individuals to amend or check the data held on file; or withdraw consent at any one time.

The GDPR mandates that consent must be ‘freely given, specific, informed, and unambiguous’. You will no longer be able to have a pre-ticked box and opt-in based on inactivity.

Data breaches & penalties

If there has been a breach to the data you hold on file, you must contact your data protection authority, the Information Commissioner’s Office, within 72 hours of discovering the leak.  Companies who do not meet this time frame can face penalties of up to £10 million or 2% of their global annual revenue; whichever is greater.

Failure to comply with the new regulations can also incur penalties of up to £20 million or 4% of your global annual turnover – whichever is greater.

Don’t be caught out by the new regulations and prepare yourself for next year’s stringent regulations; giving you piece of mind and the reduced risk of astronomical fines.  To guide you through the process, read the full article here.

Have your say and tweet us @ClearVoiceComms

 At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on securing your data and how to manage the GDPR change, call or email us today and let us show you how engagement can boost your organisation.

The value of internal communication apps

Are internal communication apps the answer?

As audiences become more digitally focused, demand for communication activity is bigger than ever.  Internal communication managers are constantly finding new channels to better engage and motivate employees that can be measured effectively.

From electronic newsletters to emails and messenger forums, communication gaps or missing information can render these platforms unreliable but are internal communication apps the solution?  And are they the key for an integrated communications strategy?

Internal communication app – talking stats

With 88% of workers owning mobile devices in the UK, and 55% of mobile users looking at their phone within minutes of waking, companies are fast recognising the value of communicating with staff via app technology and in real time.

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  • 73% of adults accessed the internet “on the go” using a mobile phone or smartphone, more than double the 2011 rate of 36%.
  • Statcounter, a research company that tracks internet use across 2.5m websites, said 51.3% of pages were loaded on mobile devices last year, the first time they have surpassed desktop and laptop computers.
  • More Google searches take place on mobile devices than on computers in 10 countries including the US and Japan.

Internal communication apps allow managers to create, publish and monitor interactive content directly to employee’s personal devices without time restrictions.  This gives employers the opportunity to update employees on important company changes as and when they happen.  It also provides capacity to share information that is job specific; improve overall engagement, and develop communication strategies through measurable activity.

Adding value to communication strategies

The main objective for an internal communication strategy is to foster and develop relationships between employees, their peers and employers.  Gaining opportunity to work towards a unified goal.  Internal communication apps bridge gaps by allowing teams to communicate and liaise through a medium that is preferential.

Integrating apps into communications strategies can help solidify and establish a measurable platform that is engaging and accessible.

Have your say and tweet us @ClearVoiceComms

 At ClearVoice, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on developing an internal communication app, call or email us today and let us show you how engagement can boost your organisation.

Culture change: the role of HR

Why you need HR to drive culture change

Culture is significantly affecting how companies operate internally and externally, how they innovate and service their customers. According to Deloitte’s latest report issued at the end of last year, “82 percent of global CEO’s and HR leaders believe that culture has a potential competitive advantage, with only 19 percent believing they have the right culture.”

Unfortunately, many companies face the challenge of how to measure, monitor and manage culture change. Equally important, they do not understand ‘who’ should be interjecting those changes within the workforce.

So, who is responsible for culture change and what significance can it have on a company?

Driving culture change in the workplace

Positive implementation of culture change is the responsibility of senior leaders and the collaboration of HR departments. Senior leaders set the tone for culture through every plan, decision and action executed. They become the drivers for policies, procedures, incentives and strategy implementations. They also help HR teams to integrate and inject change from the top right down to every employee.

Senior leaders communicate culture change with those who communicate in a language employees understand.

Collaboration and communication is vital for positive culture change

It is this transparent and collective methodology which has revolutionised how employees behave and perform in companies like Twitter and Google.

Twitter clearly communicates company goals and overall objectives to its employees. As a result, they have motivated employees who enjoy the team-orientated environment and incentives. From free meals at their head office to free yoga classes and unlimited holidays for some; Twitter employees have their fair share to tweet about!

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In both companies, employees love working with their colleagues, enjoy being part of an organisation in the knowledge that what they do matters; and there is a collaborative  feeling and understanding that everyone stays until the work is done.

But how do HR teams affect culture change?

HR teams are key players when creating and delivering culture change. An inspiring and engaging culture requires constant attention from senior leaders. However, it is HR who have the power to shape, influence and communicate culture changes to employees.

Fundamentally, HR departments are the backbone which unites all staff, particularly in larger workforces. With their finger firmly on the pulse when it comes to employee perceptions, HR departments not only help create change but can help leaders deliver change effectively and strategically. They are the vital component in delivering employee feedback which can have an underlining effect on what culture changes are needed in the company.

Most importantly, HR departments are a constant and gentle reminder that the company needs culture change. It is their drive and determination which helps senior leaders successfully implement and integrate change into the workforce.

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on how to integrate culture change within your workforce, call or email us today and let us show you how engagement can boost your organisation.

Mergers and Acquisitions (M&As)

How change management is essential during an M&A

Managing change during a Merger and Acquisition (M&A) can be incredibly stressful and go catastrophically wrong if senior leaders, or even staff alone, are not ready for the change.

Often, companies treat the change as a separate entity or stand-alone activity. This can have a devastating effect on how the collective workforce approaches, views or deals with a merger.

M&A’s need collaboration from all sides

Although change management has a hierarchical directive, collaboration and communication with senior leaders is key in its creation and implementation. By providing opportunity to feedback and contribute to change because of a recent M&A can create a more unified and embracing culture which will entice rather than scare employees through the overwhelming, often, daunting process.

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Communicate from the onset through all M&As

Change management only works effectively when processes and communication are enforced at the start of a significant change. During M&As, leaders face many challenges including cultural and stress management, redundancies, HR restructuring, resistance to change and job insecurities. As a result, change management implications need to be considered from the onset before negotiations are finalised.

Below is a collection of articles which focus on the good, the bad and the ugly of M&A’s; looking at what went wrong and what key leaders did, to successfully merge two iconic brands.  From the phenomenally successful merger of Disney and Pixar to the almost, disastrous merger of Yahoo and Facebook; check our favourite accounts of some well-known brands:

Offering a great synopsis; this site gives a collection of mergers which have succeeded or failed miserably when embarking on a company merger:

http://www.rasmussen.edu/degrees/business/blog/best-and-worst-corporate-mergers/

A great article listing some of the worst mergers that have happened in the last couple of years; including legendary Apple and LaLa, Facebook and Instagram:

http://www.zdnet.com/article/worst-tech-mergers-acquisitions-cisco-linksys-apple/

The following website provides thought-provoking video snippets of corporate mergers that have gone wrong:

https://www.phactual.com/9-corporate-mergers-gone-wrong/

An M&A is one of the largest changes companies can undergo and often, staff are susceptible to the greatest of disruptions. The key to success? Communication and collaboration from day one: giving you the power to excel through even the most trying times!

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At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on how we can help with change management when going through an M&A, call or email us today and let us show you how engagement can boost your organisation.