Hi, great question! One effective way to retain key leadership/SME talent, is through retention bonuses. Targeting key individuals and showing them through pay tied to staying through a set date is a definite way to let them know what their desired future is. You note clear and open communication – that is definitely key and should not be underestimated. Involving key team members in the integration itself, devising and driving the future direction of the company is another great way to engage and keep key talent. Being a part of what’s happening always works well to keep teams engaged and on board. The surest way to lose people is to have them feel uncertain, lied to, and not part of the organization.