Insure Success in a Merger with HR Best Practices
What if you could meet the business goals of a merger or acquisition without negatively impacting the flow of sales or internal business processes?
Purchasing and combining the separate organizations can provide immediate new cash flow and positive energy into your business. However, mergers and acquisitions sometimes fail to meet pre-merger expectations because they are neither implemented completely enough nor quickly enough. To mitigate the natural fears triggered by uncertainty, the timing of information flow to your employees and customers is so important the instant the deal is made public and for the first 3 to 6 months of the integration.
YOUR GAIN: Your customers won’t have to worry about losing access to the products, services, and people they loved prior to the merger. That’s because your employees feel well cared for and are therefore optimistic in all their communications with customers.
INSIGHT: Thoughtfully collected survey results can help the leadership team to identify and communicate more effectively with specific cultural, competency, and agility issues that are supporting or hindering a successful merger.
USE A NEW TOOL: Leverage a connected communication technology tool for appropriate anonymity, disclosure, trust building, and creative problem solving at critical stages of new company integrations.
IMMEDIATE AND LASTING BENEFIT: Individuals receive personalized information on how to improve their skills to enhance their inherent value to the organization and ensure their personal success in the new environment created by a merger.