Your workplace is experiencing change, the owner of the company is deciding to selling the company....

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Your workplace is experiencing change, the owner of the company is deciding to selling the company. Explain how this change will affect the company and the employees. Opening: Tell the audience what the change is and give a little background. Acknowledge the losses, the feelings of disorientation or confusion. Purpose: Give the rationale for the change. Sell the problem. Speak from the prospective of the employees why they should accept the change. That's far more important than the prospective of why management wants the change. Picture: Give a clear and specific vision of the future after the new beginning, again from the perspective of employees. What will they be doing? How will things be better and different? Plan: For the transition, not the change. Starting with where people are right now, walk them through the specific steps and supports during the transition to make the change succeed. Emphasize your plan for helping them succeed. Parts to play: Give people a clear idea of their two parts to play, one for their role in the neutral zone and one for their role in the new beginning. Be specific about their formal future roles in the changed situation and their active roles during the transition. Your workplace is experiencing change, the owner of the company is deciding to selling the company. Explain how this change will affect the company and the employees. Opening: Tell the audience what the change is and give a little background. Acknowledge the losses, the feelings of disorientation or confusion. Purpose: Give the rationale for the change. Sell the problem. Speak from the prospective of the employees why they should accept the change. That's far more important than the prospective of why management wants the change. Picture: Give a clear and specific vision of the future after the new beginning, again from the perspective of employees. What will they be doing? How will things be better and different? Plan: For the transition, not the change. Starting with where people are right now, walk them through the specific steps and supports during the transition to make the change succeed. Emphasize your plan for helping them succeed. Parts to play: Give people a clear idea of their two parts to play, one for their role in the neutral zone and one for their role in the new beginning. Be specific about their formal future roles in the changed situation and their active roles during the transition.