The merger of two companies poses major challenges, and the workforce in particular is often uncertain about job security. A company merger expert from Truforte, top business brokerage firm in Florida, offers the following tips to offer you a basic guide on how to merge two company cultures and complete a company merger without complications.
Remove job security fears from the start
Resistance to a company merger is often based on fear of the staff of losing their jobs. Some employees fear getting let go as a result of the merger, while others don’t want to be transferred to another department. Before the rumor mill creates a negative mood, management should deal openly with worries and fears of the workforce right from the start. This shows a confident leadership style and helps to nip uncertainties in the bud.
Realize differences in corporate culture
Every company has its culture, history, philosophy and established work processes. Mixing these up through a company merger is an often a challenging task. Even in the case of a merger of two comparable companies, the management is surprised at the differences and points of friction in the merger process. This can be prevented by means of an early, well-founded analysis. On the basis of shared values and processes, a new corporate culture can be developed with which differences can be overcome more easily.
Allow time for adjustment
With a new merger, it is not uncommon for a history of decades to be abandoned, familiar processes end and cause nostalgia and sadness even before the merger. It often happens that employees in a company, especially those that have been around for a long time, are used to a certain way of doing things and may find the merger difficult to deal with. There are often changes in the management and they will find themselves having to report to or work alongside new people which they may not like. The management of the new company should take this seriously and allow sufficient time for it.