Business incorporation in Singapore can change the future value of your business

Among the main recommendations, an expert in Change Management advises maintaining a constant and fluid communication with employees, customers, suppliers and media and ensuring that there is an agile, committed and ready to work at its maximum capacity.

We live in a time of constant transformation in which companies experience organizational changes, mergers, acquisitions, etc. Singapore remains among the top 20 most active countries in the mergers and acquisitions market, having made 216 operations in the first quarter of 2012 alone. In these circumstances, it is essential to follow a series of steps to achieve a perfect integration between the companies immersed in these processes.

Steps to perfect integration

Be prepared for all phases of change.The process of change is divided into different phases, and preparing adequately for each of them is crucial, from the moment the merger is announced and the reasons for carrying it out are explained, as well as the benefits that are expected to be obtained from she, until the explanation of the role assumed by the leaders and the rest of the people. It is essential to establish clear objectives with realistic deadlines.

Transmit a sense of urgency.To survive and prosper in the business world, it is necessary to stay focused on achieving the objectives. Changes can be a reason for distraction and interruption and can make you forget the main objective and lose the sense of urgency, which would lead to losing business opportunities. It is essential to ensure that employees receive the information about business incorporation in Singapore, guidance and support they need to concentrate on their work and meet the needs of customers.

Create the climate for change with active and visible executive promoters.In order for transformation efforts to achieve what they seek, the leadership team must be composed of active and visible change professionals. We must build an empowered leadership team, with influence and authority to guide the change effort and lead the group so that its members collaborate with each other and achieve common goals.

Create competencies and receptivity for change.Although it is usual to expect individuals to resist change, it is often not about resistance to change, but reluctance to face the obstacles they perceive. Eliminate these obstacles by offering support through a structured change management approach that includes information, resources and tools to help employees gain agility and acquire skills. People need to trust their abilities to be able to accept the changes.

Small steps, big goals.Those responsible should look for opportunities to demonstrate evident performance improvements as soon as possible by setting small goals, which will be increasingly ambitious. Develop strategies to achieve these goals and create incentives to reward those who contribute to achieving them.

Change is not an isolated event, it is a process.Implement and maintain the change through constant coaching and support. It is not easy to be prepared for all the intangible elements that can arise daily in the course of a merger. However, it is possible to have a large part of it planned.