Mitigating negative impact on morale, post acquisition

This topic contains 4 replies, has 5 voices, and was last updated by  Johanna Breinesberger 3 weeks, 5 days ago.

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    Natalie Trabert

    Greetings All,
    What recommendations do you have for mitigating negative perceptions and fear that comes with the uncertainty around an acquisition?
    Thank you!


    Julie Meador

    Communicate to employees quickly, transparently and often about their personal situation – when they will receive an offer, new reporting structure, what they can expect following the close, orientation with new management and most importantly the rationale for the transaction – why it’s a “good” thing – and how they are a valued contributor to execute strategy/vision. It’s also helpful to enlist their key employees that were supportive of the deal to address concerns and act as “cheerleader” to support the strategy.


    Nick Picone

    Agreed, open and honest communication. Show them the growth plan and the benefits of the new paradigm. Especially important is continued updates beyond the initial announcement. Let them know how it is going and what needs to be done for it to be successful. Where possible, have one on one conversations and discuss their concerns and their future with the company.


    stacy hall

    Open, transparent communication — it’s okay to overcommunicate! Incentivize employees to see the value of working on a workstream/team by offering bonuses and offering career growth opportunities.


    Recently, my organisation started discussing a merger with another organization. The deal is not yet done, but so far everything that could have been done wrong, was done wrong. So following a list of things to not do 🙂
    – Have no clear team that is responsible for negotiating the details.
    – Do not include people in the negotiations who will be most affected by the merger.
    – Do not communicate with the two teams about the progress/process.
    – Ask people to prepare calculations, but don’t tell them the reasons for it.
    – After two months of discussions, start asking yourself if this merger is really what you want.

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