More than 70 percent of mergers and acquisitions fail mostly because little thought is given to the needs of the staff and employees. Whereas there might be clear financial benefits for two companies becoming one, these benefits are often dwarfed by the expense of high levels of stress, confusion, employee turnover, and loss of productivity.
I can help you find effective organizational solutions to minimize the effects that changes in company ownership can have on leadership and employee effectiveness and retention. At the same time, through principles and skills of dialogue and collaboration, positive integration will become a reality.
I work with the merger and acquisition transition team, the executive teams, and leaders from both organizations, to understand employee needs and develop a communication strategy that facilitates a successful mixing or creation of organizational cultures. I then help the company establish a list of best practices for post acquisition integration.
By engaging leaders and employees from both organizations in open dialogue:
- trust is established
- stress is lowered
- vision is clarified
- productivity and morale are maintained or raised
- conflicts become constructive instead of destructive
- transition points are made easier
- creative solutions are found for cultural clashes and
- employee retention is higher
Finding effective organizational solutions and developing practical recommendations to ease the transition will minimize the ill effects that changes in company ownership can have on leadership and employee effectiveness and retention.
To know more about how I can facilitate the merger and acquisition process for your company, call (302)399-3915 or contact us today, and write "mergers" on the subject line.