HR should be involved in M&A when talks begin and should continue to be involved long after executives have moved on to something new. HR must ensure that all the key M&A planning components are adequately addressed: up-front work, communication, cultural integration, workforce planning, and terms and conditions planning.
This research will help you:
- Effectively communicate during transition.
- Drive cultural integration.
- Plan your new workforce.
- Establish terms and conditions.
- Manage employee communication throughout the process.
Culture clashes are often cited as the number one reason for M&A failure, so it is unwise to ignore organizational culture and assume clashes will work themselves out.