An acquaintance of mine has recently undergone a merger at her corporation. As a mid-level employee, she knew it was coming; her company had announced a few months ago, but she hadn't heard any specific details other than it was going to happen.
When the time came for the companies to merge, there was confusion, misalignment, and miscommunication. During a merger, often preparing employees has been left off the agenda or is an afterthought.
Here are 4 Ways to Prepare Your Employees for a Merger:
1. Communicate, Communicate, Communicate
If you think you are communicating too much, you most likely are not. Employees would rather feel like they have too much information than not enough information. Provide too little information, and minds start to run wild with ideas about promotions, layoffs, and everything in between.
2. Stay Focused
During a merger, you may expect employees to be distracted. However, you need to keep them focused on your company's core purpose. Remind them why they are important, and how their role is critical to the company and its purpose.
3. Be Honest
Changes are bound to happen in a merger; you can't avoid it. Be honest with your employees that status quo will not remain, things are going to change.
According to anarticle on Monster.com, "Even if you're the company that's taking over, some of your people will have to alter their current roles or take on brand new ones. Have private discussions with those you think will probably be most affected. Notify them sooner than later. You want to give them as much lead time as possible to prepare. Then, when the ax falls (or they get promoted), the transitions will flow smoother."
4. Change Management
How will employees' jobs change? How will the org chart change in your company? Who will be the single source of truth during the transition? According toInsperity, "One of the biggest reasons mergers and acquisitions fail is due to poor change management. As a result, how you interact with employees and manage the change process can be the difference between success and failure as you merge two organizations. This is where your communication plan and leadership team alignment will pay off."