Thanks for the prompt…I don’t think anybody has a “crystal ball” solution with regard to this challenge. Both Anirvan and Mona have shared great points above. I believe that those with advanced product/solution understanding and valuable industry relationships (sales/business development) are the most important individuals to retain following an acquisition. Mona’s suggestion of retention bonuses is a great place to start as most people are fueled by compensation. Additionally, employee recognition (among their peers) and involvement in future strategy planning can also be a great way to keep younger talent motivated and engaged.