{"id":5194,"date":"2025-10-21T15:20:35","date_gmt":"2025-10-21T13:20:35","guid":{"rendered":"https:\/\/omegaconsulting.de\/securing-the-corporate-value-of-people-trust\/"},"modified":"2025-10-21T15:21:12","modified_gmt":"2025-10-21T13:21:12","slug":"securing-the-corporate-value-of-people-trust","status":"publish","type":"post","link":"https:\/\/omegaconsulting.de\/en\/securing-the-corporate-value-of-people-trust\/","title":{"rendered":"Securing the corporate value of people Trust"},"content":{"rendered":"

Attracting and retaining employees for the takeover<\/h3>\n

Almost all M&A processes lead to unrest: fluctuation increases, identification decreases. But there is another way.
\nIf companies are perceived as a reliable employer even after a change of ownership, there is usually a clear strategy behind it – which goes beyond looking at the figures. <\/span><\/span><\/p>\n

What goes right in such cases?
\n\u2714\ufe0f Managers are involved at an early stage and used as bridge builders
\n\u2714\ufe0f The corporate values are consciously communicated – both internally and externally. And, above all, lived consistently.
\n\u2714\ufe0f Employees sense that the new owner is aware of them and regards them as a success factor.<\/p>\n

What often happens instead:
\n\u274c Too little and unplanned communication fuels rumors
\n\u274c Changes to structures and processes that are incomprehensible to the team
\n\u274cEmployees are unsettled and take this uncertainty outside the company<\/p>\n

“If you take people with you from the start, you don’t have to run after them. Takeovers are really successful when building trust is part of the strategy”
\nsays Susanne Koerber-Wilhelm, MBA<\/a>, communications expert.<\/p>\n

In your experience, what is the best way to build trust after the takeover?<\/p>\n

omegaconsulting GmbH<\/a> – The value of people in M&A
\nThe deal starts with facts and figures – success depends on PEOPLE!<\/p>\n<\/div><\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":4,"featured_media":5190,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[32],"tags":[],"class_list":["post-5194","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news-en"],"_links":{"self":[{"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/posts\/5194","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/comments?post=5194"}],"version-history":[{"count":5,"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/posts\/5194\/revisions"}],"predecessor-version":[{"id":5200,"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/posts\/5194\/revisions\/5200"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/media\/5190"}],"wp:attachment":[{"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/media?parent=5194"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/categories?post=5194"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/omegaconsulting.de\/en\/wp-json\/wp\/v2\/tags?post=5194"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}