Business succession
Communications for business succession and sale
You’re planning a succession, a handover to your team or a sale. We help you clarify what comes next and explain the change. For employees, customers and partners who want to understand what it means for them.
Help what you’ve built move forward.
A business handover changes roles, relationships and expectations. Employees have questions about their future. Customers want to know who they’ll be dealing with. Throughout the change, people should still recognise what makes your business yours. We work with you on a shared vision and communications that make the transition clear, in coordination with the advisers handling the legal, tax and financial aspects.
Here's what we bring to the table for you
Strategy & Positioning
We refine your positioning, define your target audiences and set clear priorities—then turn them into an actionable roadmap.
Brand & Culture
We align identity, values, culture and communication.
Business succession
We support communication during business handovers and sales. So your employees, customers and partners know what comes next.
Brand Design & Content
We bring design, language, photography, film and content together in one cohesive system.
Your external marketing department
We handle planning, prioritization, and coordination—just like an external marketing department
Why We're the Right Choice
- 01
We start with your future and your values.
- 02
We plan for employees, customers and the public.
- 03
We coordinate messages and timing with your advisers.
- 04
We produce the communications, from conversation guides to films.
- 05
We stay involved after the handover.
Step by Step
Understand the situation
We establish where you are in the process, who’s involved and which questions remain open. Together, we decide what needs to stay confidential and who should be involved in preparing the communications.
Agree on the future and the messages
In a Future Flight workshop, we work on your future direction. We discuss what should stay and what can evolve, then develop shared messages and a clear explanation of the new responsibilities.
Prepare the communications
We plan audiences, timing and approvals. Alongside this, we prepare employee updates, conversation guides, customer letters and media materials, including responses to difficult questions and potential delays.
Communicate the handover
We support announcements to employees, customers, partners and the media in the agreed order. Both outgoing and incoming leaders receive help with conversations, public appearances and handover events.
Support the incoming leadership
After the change, we keep the conversation going. We gather feedback, plan further updates and adapt the content. Brand assets, channels and communications responsibilities are handed over to their new owners in an organised way.
The questions continue after the announcement.
Once the announcement has been made, the change becomes part of everyday working life. We help the incoming leadership keep talking, listen to feedback and explain the next steps. This includes regular updates, personal meetings and a shared look at company culture. Past contributions are recognised as the new leadership settles into its role.
We've already implemented that
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Frequently Asked Questions
When should we start planning the communications?+
As soon as you begin making concrete plans for the handover. We identify the people involved, messages and next steps early. We agree together when each piece of information should be shared.
Can we start before a successor has been found?+
Yes. We can clarify your values, positioning and future direction. We also prepare company presentations or anonymised profiles for confidential discussions. Nothing is published without your approval.
Do you also support sales to external buyers?+
Yes. We support communications for family succession, handovers to management or employees, and sales to external buyers. This also includes communications around integration into a larger group.
When should we inform employees, customers and the public?+
The order and timing depend on the stage of the handover. We coordinate both with you and your advisers, taking agreed confidentiality commitments and relevant requirements into account.
How do we handle concerns and rumours?+
With clear information, accessible contacts and room for questions. We prepare responses, acknowledge what remains undecided and schedule updates. For sensitive situations, we agree on statements with the people responsible.
Does a handover mean we need to change our brand?+
No. We look at what makes your brand valuable and what could evolve. A new name or identity should serve the company’s future direction.
Do you also handle valuations, buyer searches or contracts?+
Schnyder handles communications. Valuations, buyer searches, financing, tax and contracts sit with the relevant specialists. We coordinate content, responsibilities and timing with them.
Can we book individual services?+
Yes. You can start with a workshop, a communications plan or an employee announcement. We can also support the full communications programme through the first months after the handover.
How much time and budget will we need?+
That depends on the stage of the handover, the people involved and the materials needed. After an initial conversation, we propose a suitable scope, schedule, responsibilities and budget.