Need help in rewriting this in my own words please

In any merger and acquisition, there is always the possibility of losing employees during the process. We must have goals that the change initiative of the life sciences organization can meet to ensure a smoother transition. One goal is to keep the employees happy, increase their morale during this hectic time, reduce stress and anxiety, and try to minimize the disruption time for them. The employees need to feel that they are appreciated, valued, and we will consider their suggestions. We need to be fully transparent during the process with them so they do not feel the need to leave the organization during the merger and acquisition. Another goal is to have a designated change management team. We do not want to overwhelm our Human Resources

personnel with the change as well as deal with the employees' questions or concerns. "Organizations may assume that change management can easily fall under their human resources

team's current responsibilities. However, distracting your HR department from their other duties

dealing with company basics can create collateral chaos (Sturm, 2019)."

A KPI (key performance indicator), that we can use for goal one is to ensure we show what is expected of the employees, each department has its leaders we need to ensure they are passing the information down to the rest of the employees. Communication is key. Being able to

communicate the changes as they are happening can increase our people staying versus leaving

for another organization. For our second goal, we need to emphasize that we need a designated

change management team. "According to a Robert Half Management Resources survey, 46

percent of change management efforts fail during execution (Wolper, 2017)." This can be

prevented if we have a designated team that can communicate clearly and concisely.