You’ve seen the headlines and heard the stories. Many mergers or acquisitions fail not because of inept management or inadequate due diligence, but because of HR-related issues, such as a culture clash between the two merging companies' workforces. Here are some tips to help ensure a smooth transition:
- Don’t retrofit. The newly merged workplace should not be created by trying to shoehorn one culture into another. It should become a completely new organization. Start fresh.
- Simplify, simplify. Streamline and reduce the number of titles, levels and pay grades.
- Include and empower. Invite your people to participate in committees to create the new organization. Employees are more likely to support a culture they had a role in creating.
- Keep adapting. When you are flexible in your HR practices, you’re better prepared to deal with unexpected events. Introduce the new organization incrementally over time y create committees to gain feedback and suggestions for improvement.
