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Are there any best practices for aligning employee compensation plans during a merger? What are common pitfalls that should be avoided?
This is always challenging, but conducting a comprehensive analysis of both compensation structures and employment agreements is a good starting point. During the planning process is relevant to engage with HR leaders, union representatives (if the case) and executive teams from both companies. Managing employees expectations is crucial, so a clear communication is relevant. A phased integration approach to align compensation plans allows time for adjustments and mitigates the risk of strikes and other disruptions. Continuous feedback and monitoring mechanisms to evaluate if the compensation plans met organization goals and workforce expectations.
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