Growth in the dental industry isn't merely about expanding your practice's footprint or increasing revenue. It's about fostering a culture that values individuals, promotes exceptional patient care, and ultimately contributes to the vitality and sustainability of your practice. "Grow your people, grow your business" isn't just a mantra - it's a transformative approach to growth that puts people at its heart.

No matter what side of the acquisition you are on, there is always a level of anxiety felt about the future. In most cases, the operating model and culture will change for one or both companies in an acquisition. These changes commonly include new senior leadership, tweaking policies, adjusting processes, and altering the day-to-day work.

Your employees are bound to be rattled in some way. Can you blame them? Change is hard, and with every acquisition, large or small, it is important to address the anticipated anxiety and concerns of the employees. Failing to address the employees’ concerns will affect a seamless and effective integration. In most cases, the inability to prioritize employee concerns will also lead to poor business performance, the loss of employees, and difficulty capitalizing on synergies.

So, what can you do? First, you must understand that change management involves more than just addressing operational integration. In fact, honesty and cultural integration will play a major role in the organization’s success going forward.

In this article, we will dive into the actionable steps you can implement to reduce employee anxiety and promote the objectives and success of your organization.

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