Führungskommunikation bei Unternehmensnachfolgen: Einfluss auf Vertrauen und Motivation von Mitarbeitenden

This study examines the role of leadership communication in the context of corporate succession and its influence on employee trust and motivation. The aim is to identify those communicative dimensions that particularly promote motivation and trust during phases of transition. The study is based on a quantitative survey with supplementary open-ended questions among employees who have experienced leadership succession. The theoretical basis is provided by Elving's (2005) Change Communication Framework and Deci and Ryan's (1993) self-determination theory. On this basis, the dimensions of transparency, consistency, respect & dialogue, trust, and motivation were theoretically derived, operationalized, and empirically tested in hypotheses about their interrelationships. The results show that communication directly strengthens trust, while motivation is predominantly conveyed indirectly via trust. Trust thus acts as a psychological link between communication and motivation. Qualitative feedback also makes it clear that communication is always embedded in cultural, structural, and psychological contexts. Practical recommendations for succession processes are derived from the findings and grouped into six areas: consistency, transparency, dialogue and respect, visible leadership, organizational support, and dealing with uncertainty and emotions.