When a merger is in the works, it can be natural for people to start acting differently. However, this can signal that something is off and could cause employees to lose engagement. This can make it hard for you to convince them to support the new vision. Although no two mergers are identical, there are some trends and strategies that can help improve employee morale.
Manage the Rumor Mill
The more people involved in the merger planning process, the more likely they will leak information about the deal. Instead of ignoring the rumors, focus on addressing the issues that are affecting the company. Even though it’s hard to provide too much detail about the deal, it’s essential to acknowledge that employees are still asking for more information.
Provide Clear Expectations
Ensure that you give your employees the necessary cues to make informed decisions. If you’re not giving them the essential information, they might start to believe that you’re hiding something. Leaders must also be unified in their goals and send a consistent message. While trying to be reassuring, avoid going overboard by painting a rosy picture of the company’s future without addressing the issues affecting the organization. Overstatements not in touch with reality can cause employees to lose trust in you. Being direct and honest can help build a strong rapport with your employees.
Focus on Metrics for Success
Before the deal is finalized, gather the key decision-makers and discuss the various events during the merger. This will help you plan for the events that will happen during the next few months. One of the most important milestones the new company will reach is closing the chapter on the old one.
Anticipate Questions
Instead of following a series of orders, engage in a conversation with your employees about how you’d like to be treated. Employees may belong to different groups depending on their concerns and issues. For instance, department leads and managers may have various problems that they’re raising.
Don’t leave any room for concern or doubt. Gather all of the questions and concerns that your employees might have before the deal is finalized. You should also provide clear guidance and answers during and after the merger. You should also anticipate the varying levels of enthusiasm and concern that your employees will have when the deal is finalized. To make the most of their feedback, follow up with a follow-up conversation to address their concerns.
Provide Guidance
Before the deal is finalized, ensure that you have the necessary structure. Employees will want to know who reports to whom, how the organization will operate, and what procedures will be followed. Some employees might be at risk of leaving the organization due to the merger’s potential impact. Having one-on-one conversations about their future career path can help minimize their risk of going.