5 Important Ways to Help Integrate Employees After an Acquisition 1. Demographics/General. 2. Integrate and appreciate. When you succeed, it will be worth it. While retaining employees after acquiring a company, it is important that you make your selection based on ‘merit’ and not on the ranks. Were you employed by the Acquirer or the Acquired Company before the acquisition? In the wake of a merger, many employees can get a little lost or frustrated in the transition, leading to disruptions and downtime. But if they all pull together, they can reduce frustrations, achieve a better outcome for the company and perhaps even some gain new skills in the process. Training Best Practices After a Merger or Acquisition. As a result, many employees flee in search of greener pastures. “When we make an acquisition,” she said, “every employee has just three questions: 1) Do I have a job? 1. They may experience disruption due to a misfit of previous integration choices, and active acquisition programs can help resolve such internal turbulence. Let Your Values Guide Your Actions Employee survey includes twenty-one questions in the following five categories: Demographics, Merger Announcement, Between Announcement and Close, During the Integration, and Overall. ... Getting employees to embrace a new corporate identity after an acquisition can be a tricky process. HR, after all, will be the department that helps this integration go smoothly, the department that is tasked with making sure that the two companies and cultures that come together during a merger and acquisition can do so in a way that keeps the businesses running. A merger is never simple for anyone – employees, executives or HR. Integrating an acquisition is complicated, but stay the course, pay attention to the details, and keep at it. The Harvard Business Review article, “Three Answers Every Employee Needs,” provides some advice on this topic from Betty Jane Hess, the former head of Arrow’s acquisition integration team. Although selecting the employees you want to retain and those you do not is a huge part of the M&A process, it’s what you do after the dust settles that determines how effective your employee retention policy will be. However, one of the biggest pitfalls of the event comes after it has happened, during the actual merging of the two businesses, which is commonly referred to as ‘post-merger integration.’ Basically, HR has a huge task ahead of them to bring two completely different workforces together in a way that will thrive long into the future. However, after a set of acquisitions, firms tend to restructure and make an effort to better integrate subsequent acquisitions. The uncertainty resulting from a merger or acquisition can increase stress levels and signal risk to target company employees. 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