Supporting Leaders and Employees Through Mergers & Acquisitions
Whilst merger and acquisitions create opportunities for employees, they also represent a period of substantial change and in many cases a level of uncertainty which requires strong leadership and a support model for leaders and employees.
For the People Leaders in a business going through a transaction, the focus should be on supporting them to enable them to support their teams. Strategies should be developed and executed to enable your People Leaders to concurrently manage their own personal scenario as well support their teams through the change process. Providing People Leaders with the appropriate insights, tools, and support through the change will empower them to self-manage and better support their teams.
Acknowledging that there will not always be increased opportunities for all employees in a change process such as a merger or acquisition is important. Transparency and creating a culture and framework that facilitates communication and enables employees to ask the questions they have is important. The business will not always have the answers but as long as there is acknowledgement of the question and a pathway to get an answer that is often the best we can provide.
Key considerations for a strong support model for leaders and employees through a merger include:
- Internal communication plan which involves engaging leaders and employees
- External communications plan for customers and stakeholders
- Coaching for people leaders
- Provide wellbeing support for employees additional to BAU offering
Put a strategy plan in place
The key benefits for planning and managing the support model exceptionally well are talent engagement and retention, ensuring that your new business is set up for success from a people, customer, and commercial perspective.
Beacham HR can provide strategic and transactional counsel on these aspects and support with execution as required.
"*" indicates required fields