When dealing with an acquisition in a non-English speaking country, how your HR team prepares the integration process? Are content translated, are there any support from translators, or is the acquired business “forced” to speak English? Can this approach leave them with uncertainty and gaps in the communications? And can these gaps, then, have impacts on the integration and acquisition?
If your desire is to have a successful integration (a bit rhetorical), then yes, the acquiring company should address gaps in reaching it’s intended goal. And, if that means hiring translators, then yes, they should do so. There is little value in forcing the newco employees to speak English. Now, I think that part of the journey should be to document a plan to help both entities learn each others’ languages.
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