Holding closed door sessions immediately after the layoff. Ugoline says that employers should take action to re-motivate and retain survivors so they can quickly return to productivity. Training managers on how to deal with survivors as well as with employees whose jobs are being eliminated. Training survivors on how to deal with cultural changes brought about by the merger and with feelings of guilt and grief over laid-off employees. Providing survivors with clear direction on how their jobs have changed as a result of the layoffs and what work they should be doing.
Communication is the key.
Managers should also recognize that survivors are dealing with grief and loss after layoffs. Be visible and leave your office door open. Ways to retain survivors After a merger, it's common for some of the top talent to leave the company, taking their experience and knowledge with them. Survivors have more options in a tight labor market and replacing them will be tough. Boost morale by keep them challenged and satisfied.