In the field of business and technology, Merger and Acquisition (M&A) activities are common as companies tend to cut down the competition on one hand with it while doing their best to deliver products and services as per the needs of their customers.
But in this transition process, most companies fail to engage their employees in an appropriate way which do affects the success of a Merger or Acquisition.
One of the foremost fear which starts pestering the mind of an employee when his/her company is going for a Merger/Acquisition transition is the fear of losing their job. Many times those employed fear being laid off or shown a dip in pay-package which later transforms into a kind of insecurity in them- giving rise to more administration and management plights. While most company heads cannot guard against rumors and misinformation spread, at least they can create a space where their employees can have access to a flow of resources that can put a block to most of their fears.
Trusting the other side- The second fear which often grips the mind of the employees is whether they can trust the other side of the leadership when the entire process or M&A completes. Better to keep a feedback platform that allows the new joiners to put forward their concerns and get feedback in a precise way and at the right time.
Fear of new culture- When one company employee/s join another company, it is like combing two different sets of work cultures which presents a myriad of challenges. So, the company head who is acquiring the new employee/s should think in a proactive way to come up with an effective strategy that allows developments in a shared culture. Better to create a platform where peers are allowed to recognize their co-worker’s talents, contributions and accomplishments.
So, all your company heads over there, better you take into account the human side during M&A as it plays a vital role in making or breaking a finished business deal in the future.