Top 5 Ways to Keep Top Sellers During the Integration Process

30% of high-tech sellers leave their new company within 6 months of being acquired.  Many times this is not due to compensation issues or territory changes but simply because of the fear of change and frustrations due to the adjustment to new processes and a new culture.  How can you beat the odds and keep these valuable assets on board?

1. Identify your 'must have' team.  Find those Sellers who are leaders and those who are performers.  Talk to them 1:1 to understand what motivates them and ensure you provide as much consistency in these areas as possible.  Ask for their help to make things work and then put them on a retention bonus.
2. Anticipate your Sellers' needs and concerns.  Put yourself in their shoes and think about where they are coming from - both factually and emotionally.  What will change for them and how will this impact them?  What can you keep from their 'old lives' and what new things will they need to accept going forward?
3. Communicate.  When people don't know what to expect, they are uncomfortable.  Sellers need to be aware of the changes coming and because they are customer facing, this is even more critical than in other areas of the business.  Be up-front and honest about what they should expect - the good, the bad and the ugly.  Sometimes, you can turn a negative into a positive and sometimes it's just a negative.  Your honesty will be appreciated.
4. Arm them with resources.  Once they know what to expect, you should provide vehicles for them to cope.  Set them up with local coaches/buddies, an intranet site and an email alias for questions.  Have regular, optional calls to address questions to the experts (HR, Product Management, Leadership...).  Make sure they are not struggling to get the information they need to do their jobs. 
5. Be compassionate.  Sometimes a little understanding helps.  You may not know where they are coming from but if you listen and understand, you can keep the door open for discussion and increase your odds of retaining your top performers.

What did I miss?  Please comment!