1. Communicate from the very start.
2. Link to business strategy, vision, mission and values.
3. Align, engage and equip all levels of management, especially the frontline supervisors.
4. Develop consistent methods of communications and engagement.
5. Identify active and passive resistance (groups/individuals).
6. Allow time and resources to migrate resistance to commitment.
7. Develop messages that address emotional and intellectual needs.
8. Create experiences that shape future behavior.
9. Recognize people, teams and leaders who model desired behaviors.
10. Allocate significant investment in communications for pre-, during- and post-merger/change activities.
Source: Karlenne Trimble, deputy managing director of MS&L Atlanta, and MS&L’s global practice leader of employee engagement.