Mergers & Acquisitions (M&A)
Explore the top 5 things your people need so they can stay informed, engaged, and productive during an M&A transition. Does your team keep asking about their jobs? Can you reassure them that this is the right move for the company? Let's get real about what you need to share.
Keeping information from your people is a terrible strategy. Whatever they are thinking, it's probably worse than what's actually happening. I'm here to help!
Make M&A part of the plan
Your strategy can include the exploration of possible M&As.
If your plan is to consider buying or selling another company it's smart to include it in your long term strategy. This makes the idea of a merger or acquisition less of a surprise when you get closer to a deal. Your team knows it is possible, and when it starts to happen, it's easier to share!
If nobody knows a possible merger is coming, but - in fact - it IS coming, consider floating the notion. Announce it during a town hall - share the benefits of what you are considering. Plant the seed. Alleviate the fear of being blindsided.
Share the benefits before everyone starts to freak out and panic.
Sooner is better than later
Start with a plan! Build a comms strategy to keep your people informed. This will keep your messaging aligned.
Leaders should be able to share basic information, re-assure people of the benefits, the plan and what's expected.
Communicate with your people so they understand the vision and possibilities that come with a merger/acquisition.
Get people excited - focus on growth, embracing the expansion, benefits and similarities of combining forces.
Communicate Regularly
Choose a communication cadence and stick with it. You should share info on a regular frequency.
Early on, you might find yourself repeating the information - that's ok. Continue to talk about what's coming and keep people informed.
Don't lie. You don't have to give away the store, but refrain from misleading anyone. It'll crush your credibility and be a major disruption. If you change direction, it's important to get ahead of it - so it doesn't look like you were dishonest.
Share the timeline for the next *installment* of information. Information can be shared during town halls, team meetings, online, through line managers, digital signs.
Give people a way to ask question (see next tip).
Find your champions
People need to know where to go for questions, updates and concerns.
If you don't find (& inform) ambassadors to share the details - people will fill in the void.
What we make up in our heads is almost always worse than the reality. Let trusted advisors share details as appropriate.
Make it clear who those trusted advisors are! Make sure champions have the info they need to be honest, helpful and reassuring.
Consistent messaging is critical. You can control what's out there when people know where to get their information. Set these champions up for success - give them a full picture. Be clear about what can be shared and when.
Give champions a way to get quick answers and clarity if issues bubble up or rumors start to spread.
Squash the rumor mill
Ensure your leaders are keeping an ear open to stop descension before it's out of control. This means being informed enough to respond when rumors crop up.
Use your champions & ambassadors. They should be tapped into your people. Choose people who are trusted. May or may not be leaders/people leaders.
Stick to your comms plan. Keep people informed:
Update champions
Keep leaders informed
Share with everyone else
One message from all sources
Address detractors - have a way to identify those who are not on board. Work to bring them along. If needed, offer coaching and extra explanations (this does not mean trusting detractors with more info) to encourage them to see the bigger plan!
Take corrective action, only if needed.
As a solopreneur, I aim to incorporate my values of environmentalism and anti-racism and build an inclusive and equitable business. I believe Black Lives Matter and I stand for LGBTQIA+ rights. Everyone is welcome here.
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