[Eric Kunitake]

Calling out to those in HR who have developed Day 1 checklists; what are some of things which typically need to be addressed (where the acquirer is a publicly traded company)?

[brent harvey]

This is not a complete list but here are some ideas to consider…welcome letter, what’s changing / what’s not changing document, HR 1:1s with individuals, and individual packages for those whose jobs were eliminated on Day 1.

[Wanda]

I would add company introductions and workplace setup.

[Mike]

and don’t forget the easy to overlook stuff – have you changed the signs, have a clear plan to change business cards, seating arrangements, etc. Especially if you are changing a name, logo, image, the worst thing you can do on day one is have a bunch of people walking around with the old companies uniform or logos everywhere.

Another critical if the acquisition is coming with layoffs, it’s super importnat to communicate individual on day one but also have a statement go out to everyone left to inform them what has happened, how impacted employees have been supported and most clearly if the downsizing is finished.

[Author]

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