88% of all companies in Switzerland are family-run businesses and employ around 65% of the labor force in our country. They are one of the most important pillars of our economy. One of the biggest challenges for family businesses is succession planning. Regardless of whether the company remains in the family or is taken over by a person from outside the company: A change in leadership is always associated with uncertainty \u2013 for employees and external stakeholders. This makes planning of forward-looking communication all the more important.<\/p>\n\n\n\n
Communication as an important success factor <\/strong><\/p>\n\n\n\n In addition to clarifying the financial, tax and legal issues that are paramount in an ownership change, communication support for the succession process takes on a central role. It is important to provide reassurance to all stakeholders, both internal and external, through good and clear communication. In our fast-paced world in which everyone has the opportunity to communicate, it is important to take the reins quickly and carefully steer the flow of information. At the same time, the social need for inclusion and the desire for a meaningful task must not be neglected. Employees want to be involved and enjoy taking on responsibility. Leadership is required.<\/p>\n\n\n\n Leadership communication<\/strong><\/p>\n\n\n\n The challenges of an ownership change are also opportunities. Leaders who actively listen, create trust, and communicate openly and clearly can capitalize on this momentum for themselves and their company. The most important elements are:<\/p>\n\n\n\n