How to Communicate a Merger to Employees

Mergers can help businesses expand and become more profitable. But mergers also bring a long list of unique challenges that must be adequately taken care of. One of the most notable challenges involves communicating with already existing employees and setting proper expectations about what to expect.

Nevertheless, how you effectively communicate with your employees will determine the success of this new business opportunity. Here are four practical tips that can make your merger a successful one:

Make the Announcement Personable

When announcing the merger, it’s much more effective when you do it in person. However, this is not always an option in today’s remote work environment. Nevertheless, you can still achieve a sense of authenticity by setting up a live video call with your team. Employees want to hear your voice and see your face, and this cannot be achieved with a letter, email, or written statement because these lack inflection, tone, and emotion.

Address Concerns

From a leadership perspective, a merger is predicated on strategic vision and dollars and cents. But from an employee’s perspective, it’s a highly emotional scenario. This can lead to concerns and anxiety. Employees will have questions like:

• How does this influence my employment status?
• Will my workload be affected?
• How will this impact my work environment?

Meet Employees Individually

For most leaders, meeting with each team member is impossible. But it will be greatly appreciated if you at least make an effort to chat with top talent employees during the merger process. This lets you answer questions and put your most talented employees at ease. This will later increase retention and reduce the likelihood of costly turnover.

Empower Your HR with Answers

After making the announcement, it is essential that you provide HR with all the correct information. Ensure your informing them and empowering them with accurate information and resources so they can succeed alongside the rest of the employees.

A merger is a critical decision for any organization. By proactively communicating about the process at every step, you can create a level of transparency that will make the merger easier for your employees.

About Karl Motey

Karl Motey works as a business consultant and corporate development executive in the San Francisco Bay Area. Motey is a transformational leader, growth strategist, and expert in corporate development! Motey has conducted research and analysis at over more than one hundred companies in the systems and software industries. Motey prides himself on his investor relations and strategic partnerships.

Karl Motey earned his Business Associates Agreement in Marketing from the University of Massachusetts at Amherst. From there, Motey began working as a Strategy Consultant and Business Development Specialist from 2009 to 2014. In this role, Motey led acquisition efforts and drove merger integrations. Motey’s specialty was negotiating contracts that resulted in significant savings for the companies.

Throughout his career, Karl Motey has worked hard to form strategic partnerships, investor relationships and much more. Motey has become highly experienced with and skilled at communications, risk management and analysis, valuation, negotiations, new business initiatives, and joint ventures.

Karl Motey is a transformational leader and strategic thinker with a wealth of experience in mergers and acquisitions. Motey is highly skilled at increasing revenue, profit, and growth for companies.

Presently, Karl Motey serves as an independent Business and Corporate Development Consultant in Los Altos, California. In this role, Motey collaborates with emerging growth companies and supports all of their business development strategies. Due to the stressful nature of his work, Motey looks forward to sports as a relief. He loves to catch a baseball game after work or shoot hoops with his kids.