Clearly, M&A is a critical strategy for many organizations, but for employees this can be one of the most uncertain times in their careers. That’s not to say that HR and leadership can’t deliver a great employee experience before, during and after a merger or acquisition. Take it from someone who is currently going through an acquisition.
Leadership and HR’s role in communicating with employees, reinforcing the shared vision of both organizations, and general candor and openness has a huge impact on employee morale, commitment to the organization, positivity and productivity. With the right technology, HR can enable timely, personalized communication with different employee populations within the organization. In this article, we will look at two ways technology can help smooth the M&A process for employees.
Stay ahead of the rumor mill with early, personalized merger and acquisition communications
Obviously there needs to be some discretion in the early stages of M&A talks, but leaders and HR need to work together to ensure they have communication plans and processes in place to give the right information to the right employees, at the right time. New digital tools enable HR to deliver timely, personalized messages on any device to all existing employees and employees entering the firm.
Employees need on-demand answers to top-of-mind acquisition questions. Throughout all levels of an organization, employees will be asking questions like, will my benefits change? And, what is the new company’s policy on working remotely? Providing employees with on-demand answers in a knowledge portal to their questions and concerns will keep them productive, engaged and confident in their place in the company’s future.
Strengthen company culture with consistent, transparent communication
Your company culture is a huge part of how you attract and retain talent, why your customers love you and how you got to where you are today. Company culture can be considered just as, or even more, important to candidates than compensation. It also can be a reason for employees to look for career growth opportunities within their current organization instead of outside of it. While a company’s culture may often be overlooked and undervalued compared to other factors contributing to M&A decisions, cultural fit can make or break a deal. According to a McKinsey survey, 25% of executives said that the absence of a “cultural fit” was the key reason why a merger failed.
It’s rare that two firms involved in a merger or acquisition will be a 100% perfect match in terms of company culture, but this shouldn’t be looked at as an obstacle to overcome. It’s important for HR and organizational leaders to recognize differences in company culture and seize the opportunity to incorporate new initiatives that will excite your workforce.
In successful acquisitions, HR takes the time to sit down with the company they are acquiring to learn about their culture and what makes them unique, and see what makes sense to incorporate into the existing organization. The same can be said for HR in the acquired company, who needs to learn about the new organization so they can send the right messaging to the employees. Once these decisions are made, HR can then easily communicate this back to the organization so employees know what changes to expect, what the company message is, and can feel secure with their changing environment.
Delivering timely and relevant communication to employees during a merger or acquisition is paramount to integrating two companies and their cultures successfully. HR’s role in this process can make all the difference to ensure employees remain productive, engaged and excited about the potential of their new company.
After several months of project implementation your new HR Service Delivery platform is finally live! The HR team and all employees are excited to use this new tool. Initial documents are signed and uploaded, requests are sent, and new knowledge base articles are published and read. The implementation phase is over, thank you everyone, it was a pleasure to work with you. Now let’s celebrate and enjoy the success of our new tool! Hmm, not so fast.
We’re halfway through the first “real” work week of the new year and as you think through your plans for 2019, it helps to look at the big picture. There are a lot of HR trends that experts predict will shape the year ahead, but we’re taking a more narrow approach. Here are four predictions we have for this year and how they will affect HR Services in particular.
The best of 2018: HR Service Delivery stories, advice and ideas
As 2018 comes to an end, we want to thank you for being a PeopleDoc blog reader! We know it's not always possible to stay on top of every new post, so we're making it easy for you to revisit the very best HR Service Delivery articles from the past year. Below is our list of the 8 most-read posts from 2018:
Shane McCarthy is a global Product Marketer at PeopleDoc, Inc. He writes and speaks about HR service delivery, HR technology, and PeopleDoc, Inc. Prior to PeopleDoc, Shane worked as a marketing strategist for a leading maritime software company.
Shane holds a Bachelors of Arts and a Masters of Business Administration from the University of Connecticut. He loves his New York sports teams, even if they don't love him back most of the time.