Several years ago, it was announced that the company that I work for would be acquired and would merge with a conglomerate. Being part of senior management, I sit on both sides of the fence, I was immediately concerned with the lack of communication that would occur. The current communication channel looks like an inverted pyramid. I was concerned on how information sharing would be handled. Since there was no proper plan, I asked to review the crisis communication plan to see if there may be any snippets of information that I would be able to use as a communication tool. As expected there was none.
The initial reaction throughout the organization was fear. We feared change, loss of jobs and most of all fear uncertainty. Yes, we all know deep down inside that change needed to happen. Achieving growth and diversification is a quick way for many companies to increase revenue and instantly gain market share, but what most companies fail to properly factor into the equation is the human component. Behind every action, there is a REAL person, with a REAL life, and REAL responsibilities. Having lived and barely survived one of the worst mergers, I’ve had time to reflect, digest, and accept what has occurred. Hindsight is always 20/20 but looking back I am in awe and wonder how we made it! The tips below are ideas on how I survived a merger. The list is intended to shed light on how a promising young executive (me), survived a cluster-fuck of bad policies that were set in place by a failed executive board.
Be Positive
No one has the right to make you unhappy! Smile, be kind and do not judge. Go with the flow. Do not try to control what is out of your area. Simply smile – be change you want to see.
Your manager does not have the answer and is often times more nervous than you
Although some will act as if they are in the “know”, 90% of the time they are just in the darks as you! Be careful in whom you confide in and ask for clarity. Some bad information can send you down the false path of information.
Work on your own set of goals
Be true to your self. If the direction of the merger does not fit your career goals – leave! It’s easier to end on good terms than prolong a bad breakup.
Do not take side
Be Switzerland! Many employees saw the merger as quick fix to existing problem! “Yes, someone who understands will help us.” Many managers quickly adopted new change and turned their back on their managers. Little did they know, that the managers were being promoted to oversee a bigger part of the business and would be making cuts! These early adopters of change and deserters of structure were the first to go. During a mergers, we do not know how the cast will dye, so it’s best to build rapport with everyone!
Ask the “not so nice questions”
Ask difficult questions- it’s ok to be the turd in the punch bowl. Many employees do not want to get signaled out so they remain quiet. When it comes to benefits, pay, additional work or reduced headcount – the best way to find out is to ask. I encourage employees to express their concerns early on before its too late.
Do not start or engage in rumors
Stay away from rumors. It’s so easy to engage in rumors, but my philosophy has always been – why suffer twice? If the rumor is repeated often and truly bugs you, you will start to believe they are true. I encourage everyone to look at the source and decide if this person has creditability. Do not spread what you do not know to be a fact! If you are extremely concern, have an honest conversation with human resources. Usually, HR is really good at rumor busting.
In no way are my recommendations a means to an end. You can heed my warning or just say – this guy is nuts – with a capital N! But for me, in hindsight, if I would have followed these tips, my experience through a merger would have been a whole lot better. When going through a merger or any difficult time, just remember (and I don’t mean to spoil the ending), that it will all work out in the end!
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