During a merger between two banks, employees experience uncertainty, declining morale, interpersonal conflict and resistance toward new reporting relationships. Which intervention should HR prioritize first to facilitate successful change?

In organisational change, resistance often stems from uncertainty. Open communication, employee participation, and involvement build trust, reduce anxiety, and improve acceptance of change. These are widely recommended in change management models such as those of Kurt Lewin and John Kotter. Why the other options are incorrect A. Immediate performance-based salary revision: Compensation alone does not address uncertainty or resistance to change. B. Large-scale recruitment: This may increase complexity during a merger rather than resolve existing concerns. D. Strict disciplinary measures: Coercion can intensify resistance and damage morale. E. Outsourcing HR functions: This does not directly help employees adapt to organisational change.