Nearly 30 percent of all employees naturally won’t fit in after a merger. There is always an uphill climb within employee relations. Obstacles between two new staff groups don’t have to be volatile however. Handling new coworkers is a skill that both employees and superiors need to acquire. Mergers do happen, and the biggest challenge is getting different ideologies to square up. Mergers are risky businesses, but you can avoid the pitfalls by considering the following tips.
Accept the Process
For starters, don’t try to fight the inevitable. Even if you see a reason to leave, that’s an option. Just don’t let the process become a burden by denying it. Denying the merger or taking a negative stance on it is often premature behavior. You need time to see where you’ll fit in and what new procedures you have to learn. You’re likely to miss out on those opportunities if you don’t accept the process. Get ready for it, and don’t be complacent with how things used to be.
Be Proactive During the Integration
Look for ways to help the integration process along. Whether it be through providing models and plans, the part you play now creates an opportunity. The merger will be a weight on everyone, and that includes your executives. Offering research or analysis helps you and them to get a stronger hold on the situation. Bringing on negative sentiment, however, could cost you your job and put others at ends with you. Being an asset to a company is not about doing nothing.
Stay Realistic About Your Future Value
Moving forward, be realistic regarding what you’re worth—if a merger happens. Ask yourself about how your current skills apply to the new company forming. Think about how much education you need to acquire. The merger is also a chance for you to think of any likely promotions that you can create for yourself. Maybe your current utility has been held back due to the lack of resources you previously had.
A merger could be how you finally get your day.
