Bridging the Culture Gap During a Merger

Here are some ideas for promoting cultural integration during a merger:

• Check the fit. Mergers happen because senior leaders and shareholders believe there is a good fit between the two companies. However, that doesn’t mean that the attitudes, decision-making processes, communications styles and behavioral norms of the merged workforce are the same. Integration workshops, focus groups, attitudinal surveys and other research tools — preferably facilitated by a neutral third party — will help you identify problem areas that need to be addressed.

• Build the foundation. Look at both traditional and new media — for example, town halls, videos, podcasts, print and digital, social media, and even casual meet and greets — to help employees understand the new culture and what it means to them.

• Get leaders involved. Leaders set the tone and climate of the new culture. Provide all leaders, from senior executives to front line managers and supervisors, with training and tools to help them clearly communicate the organization’s new direction to employees.

• Identify chief influencers and get their buy-in. Make sure your chief influencers — individuals that employees will often turn to when they have questions — are given one-on-one training so they can speak confidently to others about the company’s new direction.

• Connect the dots. Provide managers and HR with toolkits, detailed FAQs and training materials to drive new behaviors and help employees establish a line of sight between their day-to-day responsibilities and the new culture.

• Answer the “me” questions up front. Employees will be anxious about their jobs and their future with the new organization. Be honest about the impact the merger will have on your workforce, the extent and timing of any changes, and the rationale behind such decisions.

• Promote dialogue: Provide feedback opportunities for employees to ask questions, express concerns and share ideas. Invite individuals from both legacy organizations to provide input on the integration process.

A communications strategy that supports openness, transparency and respect for employee dignity will help you address post-merger culture issues and encourage employees to align with and support your new organization.