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.
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
If M&A is part of your long-term vision, let your people in on it early — even just a little. A town hall mention, a nod to the possibilities, a focus on what it could mean for the future. When the idea isn't a surprise, the announcement isn't a shock.
Lead with the benefits. Build the excitement. Give your team the gift of context — and watch how much easier every conversation becomes when the time comes.
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. Addressing this early minimizes the potential for costly complications down the line.
Communicate Regularly
Choose a cadence and stick with it. 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. If you change direction, get ahead of it - so it doesn't look like you were dishonest.
Share information often and use a variety of channels. 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. Let trusted advisors share details as appropriate.
When you aren't sharing - people fill in the void. What we make up in our heads is almost always worse.
Make it clear who those trusted advisors are! Give your champions the info they need to be honest, helpful and reassuring.
Consistent messaging is critical. Set champions up for success - give them a full picture. Be clear about what can be shared and when.
Give people a way to get quick answers and clarity if issues bubble up or rumors start to spread.
Squash the Rumor Mill
Ensure your leaders listen and stay informed so they can respond quickly when rumors crop up.
Use your champions and ambassadors to tap into employees. Choose trusted individuals - not all might be leaders.
Stick to your comms plan. Keep people informed, one message from all sources.
Address detractors and work to bring them along. Offer coaching and extra explanations (this doesn't mean trusting detractors with more info) to help them see the bigger plan!
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