Communication Plan For Nike Merger

Richie LoveAET 560

March 21, 2016Charity Jennings

Introduction to Nike MergerThe merger will require changes in the following areas :

• Collaboration between the USA manufacturing department and their global manufacturing organization in India and China.

• The purchase and training of employees in the USA of new software technology.

Reason for Communication Plan

• To infuse the need for change throughout the Nike

• Enable stakeholders to understand the effects that the change will have on them

• Communicate any structural and job changes that will effect how things are run.

• Keep stakeholders informed about progress

Phase of Communication Plan• Preapproval Phase – Communication plans to sell top

management

• Develop the needs for change – Communication plan to explain the need for change, provides a rationale, reassure employees, and clarify the steps in the change process

• Midstream Change Phase – Communication plans to inform people of progress and to obtain feedback on attitudes and issues, to challenge any misconceptions, and to clarify new organizational roles, structures and systems

• Confirming the Change Phase – Communication plans to inform employees of the success, to celebrate the change, and to prepare the organization for the next change.

Communication Plan Launch• Preapproval Plan – Need to get Nike Board of Director approval to

get under way with the training on new personnel form the merger on technology used by Nike in their job positions.

• Developing a Need for Change Process – Nike employees need to understand the change is due to the merger of Nike with manufacturing companies on China and India and communication between current employees and managers is key to the success of this merger

Midstream Change Phase – Nike will have weekly teleconferences between the change agents, managers and the Board of Directors informing them how the change is going.

Feedback is encouraged form the managers and employees during this process because change status will not be accurate unless stakeholders provide feedback.Confirming the Change Phase – Nike Corporation will have a celebration upon completion of merger and all change tasks are complete.

More smaller changes will come to fix any small underlining issues that may arise.

Employees need to feel pride in accomplishing this task.

Technology Required for Plan Accomplishment

• Employees will need laptop for the training.

• Needs to have all required Nike software and programs.

• Employees will need to have internet access as part of training.

• Smartboard will be needed for training.

• All electronic equipment used in the warehouse and factory will need to be available for training.

Technology Required for Plan Accomplishment

• Email accounts and employees login information will be required

• Webcams for training conducted at a off site location.

• Smartphones or IPhones needed for when employee is unable to make training so they can stream it.

Test the Effectiveness of the Change• AAR (After Action Reviews)

• An After Action Review will be conducted after each phase of the change is complete and at the conclusion of each training class. The questions that will be asked are:

• What was the training about?• What did you now about the training subject prior to training?• What did you want to get out of the training?• What did you learn form the training?• What improvements can we make to training?• What do you think needs to be removed form the training?

After Actions Reviews results will be read and recommendations for change will be brought up at the weekly training update meeting for consideration.

• At the completion of the training each employee will have a chance to voice opinions to Senior Leaders.

• Change agent will evaluate instructors to make sure they are following training guidance.

Test the Effectiveness of the Change

Generating Feedback for Continuous Improvement

• Surveys (Long and Short)• Feedback boxes• Reach out directly• User activity• Usability Tests

Addressing Negative Response or Communication about Change

• Constant communication is essential during change process to keep away negative responses or resistance to the change

• Conduct face to face communication with those that seem unhappy about the change process.

• Keep all the stakeholders inspired or enthused because a good attitude keeps a positive outlook.

• Keep the stakeholders busy though participation in the change process.

• Change Agent should engage with employees experiencing conflicting emotions to build trust.

• Change Agent needs to be prompt with information this will reduce rumors or negative responses.

• Change Agent should be offering support to manager and other leadership to keep them positive.

• Change agents need to address misinformation promptly.

Addressing Negative Response or Communication about Change

Communication Plan Affects on Organizational Change

• The communication plan will reduce stress, anxiety, resistance rumors concerning the change.

• The communication plan will inspire and motivate all levels involved in the change process.

• Stakeholders at all levels will feel secure and supported during the change process.

• The Communication Plan will help foresee issues that may occur down the road.

• Will assist in identifying smaller adjustments that may be needed once change process is complete.

Conclusion• Nike will use the four phase

communication plan• Nike will use technology employees will

use during the training process.• After Action Review will be done at the end

of every training course and phase completion.• Nike will use feedback to better its training.• Nike will address all negative feedback

professionally and quickly.• Once merger is complete Nike will host a

celebration.