Mergers and acquisitions (M&A) are a common strategy for companies seeking growth and expansion. However, integrating two distinct company cultures can be a significant challenge. Often, this clash of values and norms leads to employee disengagement, decreased productivity, and ultimately, a failed acquisition.
Here’s where a strong company culture comes to the forefront. A well-defined and positive culture can serve as a powerful force in uniting a newly formed organization. Here are five key ways company culture can foster a smoother integration process after an acquisition:
1. Shared Vision and Values:
A strong company culture is built on a clear vision and set of core values. During the integration process, communicate the combined vision for the future, emphasizing the benefits of the merger. Highlight the shared values that underpin both companies, allowing employees to see how their work contributes to the bigger picture.
2. Open Communication and Transparency:
Transparency is vital during any change, and an acquisition is no exception. Leaders should openly communicate the goals and timeline for the integration process. Address employee concerns and questions honestly and clearly. Regularly update employees on progress and decisions made, fostering a sense of trust and inclusivity.
3. Celebrate Diversity and Embrace New Ideas:
Mergers and acquisitions bring together talent from different backgrounds and experiences. A positive company culture embraces this diversity as an asset. Encourage employees from both companies to collaborate and share ideas. Celebrate the unique strengths and capabilities that each team brings to the table.
4. Foster Empathy and Understanding:
Change is often met with resistance and apprehension. Recognize that employees may experience anxiety or uncertainty during the integration process. Foster a sense of empathy and understanding by encouraging open communication and collaboration between teams. Create opportunities for employees to get to know each other on a personal level, fostering a sense of camaraderie.
5. Invest in Onboarding and Training:
A well-structured onboarding program is crucial for integrating new employees from the acquired company. Introduce them to the shared culture, vision, and values. Provide training opportunities that equip them with the knowledge and skills needed to succeed in the new environment.
How Datafisher Can Help:
Datafisher’s eLearning courses and learning management system (LMS) can be a valuable tool in facilitating a smooth cultural integration after an acquisition. Here’s how:
- Culture Building Courses: Datafisher offers ethics & compliance courses on topics such as code of conduct, supplier code of conduct and diversity and inclusion. These courses are one of the best communications vehicles for creating a shared culture for the new organization.
- Onboarding Programs: Datafisher’s LMS can be used to create and deliver customized onboarding blended learning onboarding programs for new employees from the acquired company. Videos, policies, elearnings, and one-to-one trainings where management can follow in realtime the progress.
Building a strong company culture is an ongoing process. However, during a merger or acquisition, it becomes even more crucial. Datafisher can be your partner in navigating this critical phase.
Book a demo with Datafisher today to learn more about eLearning solutions and how they can help you successfully integrate your acquired company.