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Emphasize the benefits and challenges associated with merging two companies into one. Help your employees realize their worth so they can ?sell? themselves to the new company. Keep them positive so they can confidently talk about how their skills and talent will help the new company achieve its goals.
Common Employee Questions About a Merger Will my position be eliminated? If I lose my job, will there be a severance package? Will my compensation or benefits change? Who will I report to? Will my responsibilities change? Will I need to relocate? What is the reason for the merger?
Mergers & Acquisition (M&A) Advisory ? A Value Addition to Your... 4 Ways M&A Advisory Adds Value to your Business Include: 1) Manage Internal Resource. Does your organization lack a corporate development team? ... 2) Expertise Support. ... 3) Effective Handling. ... 4) Opportunity Evaluation.
How to Prepare for and Handle a Merger or Acquisition Step 1: Meet with the Executive Board to Set Goals. ... Step 2: Nominate Members of a "Transition Team" ... Step 3: Conduct Due Diligence or "Cultural Compatibility Assessment" ... Step 4: Report Findings to the Executive Board. ... Step 5: Prevent Loss of Productivity.
4 Actions to Take Before You Start the Merger & Acquisition Process Plan for the exit. Consider external market timing. Generate a robust financial model. Create a strategic vision.
Change Advocacy Always be positive. ... Leave the past in the past. ... Don't speak negatively about the merger to anyone. ... Give up your turf. ... Find ways to lead the change. ... Be aware of aspects of corporate culture (yours, theirs, or the new company's) that form barriers to change. ... Practice resilience.