Wondering if anyone has practical lessons about who is retained after a merger is complete and where positions need to be rationalized due to redundancy? What about in the case where both managers perform equally, what do you do then?
I don’t have a practical example but is there another role in the organization that one of the managers could be fit for base on skills or career goals? It seems like it is hard to find great talent right now so maybe there can be some sort of creative retention plan.
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