Will my title or job responsibilities change? Are they excited about the announcement or concerned about their future? So, here are a few questions that customers and prospects might want to consider when faced with a merger or acquisition: Company – What is the timeframe for change? Will you gain any new benefits due to the merger? Will there be any staffing changes that might affect me? – Will there be a rebrand? Where will the new company be headquartered. – What are the plans to retain key customer contacts, including sales, customer support, and services? It can also happen when a company is downsizing or restructuring, layoffs are planned, and there will be a limited number of new positions  . In technology, this type of leadership is rare. So it becomes a very important question to ask while negotiating salary. EMPLOYEE MERGER QUESTIONS (Set 4) Duke Energy and Progress Energy Shared Questions Will employees with previous years of service at either Duke or Progress get credit for those years in their benefits once the merger takes place? They both have 6,000 employees, both have revenue of nearly $1.5 billion, and both went public and then went private again. – Are there future acquisitions or mergers planned in the next year or two? Ask middle managers to nominate their employees to become ambassadors for change. ... By asking your employees questions that … – What are the goals of this announcement? Some people - including me - don't believe in mergers: whenever two companies combine, one is always taking the other one over, in effect. Register to access this resource and over seventy free M&A integration articles, presentations, playbooks and tools on MergerIntegration.com. Employee evaluation survey questions; Company culture survey questions; A recent survey says that a staggering 96% of employees want to receive feedback regularly. Aquila maintains that How will the changes in ownership affect my company? These are also questions to ask after a merger. ... is increasingly necessary to run a healthy company. How will the community benefit from the deal? )?-What will happen to my PTO/Vacation time?-How does the acquiring company handle PTO/Vacation/Sick pay?-Who will my boss be?-Will our office move?-Will I have to move?-How are employees measured and rewarded at the acquiring company? Until these “me issues” are resolved, people are often too preoccupied with their own situations to focus effectively on their work. Are the revenue and product goals realistic? So, here are a few questions that customers and prospects might want to consider when faced with a merger or acquisition: Company Like any organizational change, especially one like a merger or acquisition, HR and organizational leaders must not only display a unified front, but also anticipate employee questions… Every merger is different, and therefore decisions regarding benefits, policies and procedures will be different. Starting when? An acquisition is when one company buys or takes over another and a merger is when two companies agree to combine. Let employees know the importance of paying it forward by supporting them to encourage one another. Register 2 months in advance and save $1,000. What are the benefits to me? Whether your company is a serial acquirer or you’re just now going through your first acquisition, the potential to experience employee fallout can be disastrous if you don’t take a thoughtful approach to managing employee questions throughout the process. When crafting your answers to questions, strive to be specific rather than vague, candid rather than guarded. What is the legal name of the new organization? What information can be shared about the deal publicly? Yes, some turnover is to be expected in any company merger. Using QuestionPro Workforce platform you can create all the above types of employee surveys and more. Work by department or business unit to fill the gaps between employees, managers, and leadership. Mergers are different from acquisitions because the two companies are equal (for the most part), and they make the joint decision to combine forces. Site by Red Branch Media, Inc. Madeline’s primary focus over the last 12+ years has been on the talent management market, specializing in talent acquisition. Will any locations close because of the deal? But I have been thinking about mergers and acquisitions and what I would want to know if I were a customer. Unplanned, significant levels of turnover negatively impact a merger’s success. What differences will they see? Her work helps companies both validate and reevaluate their strategies and understand the role technology can play in driving business outcomes. All Rights Reserved. She has watched HCM transform from a back-office function to a strategic company initiative with a focus on partnerships, experience and efficiency. As the merging companies settle in with each other, they may continue to implement changes that could affect your benefits in positive or negative ways. During the due diligence process of a merger, the acquiring company must consider employees' reactions when deciding to what extent and how to continue the seller's benefit programs, because integrating employees is an important consideration during a merger. Will the previous owner continue to be actively involved in the community? Thus, it is imperative for human resources to have a firm understanding of the work culture of the organization wherein they work, along with the work culture of the other organization.” Why survey after a merger or acquisition? Summary. Will all losses be on the acquired side? – Will any office locations or headquarters change in the next year? Until these “me issues” are resolved, people are often too preoccupied with their own situations to focus effectively on their work. – Are there any plans to add headcount to the new organization? My organization encourages employees to give recognition to one another. – What is the timeframe for change? When can customers expect to see changes to the company or products? These employees would likely have the opportunity to join that retirement plan as long as they meet that plan’s eligibility requirements. – What are the plans to integrate these products? 1. Here are some things to look for: 1. Each merging firm will very likely have its own unique requirements. For this reason, Sellers should tell employees about a potential sale on a strictly need-to-know basis. What policies and procedures will be changing? But, more than anything, they both have the type of leaders who would come to your home if you were sick and cook you a meal and babysit your kids. Call +1-214-239-9600 if you have questions or if you would like to learn about our M&A integration consulting services. Nevertheless, the above are common considerations for all firms. Will you move to a different provider? Will there be any jobs lost as a result of the deal? 4 Questions Employees Want You To Ask About Their Job Satisfaction. “Similarly, if the HR senses any feeling of disdain between the employees of the merging companies, the issue should be addressed upfront. How are customers being notified about the deal? When will we meet the staff of the other company? – What is the product roadmap for the next six months to a year? What are the new owner’s goals, values, expectations? How does the way they do business differ from the way we do business? Termination provisions. Will my company be required to seek any new quality certifications? – What is the morale of the current employees at both companies? What support will we receive from the new owner? One of the most commonly asked questions through our Ask the Experts feature and on other sites is how to prepare, from a human resources perspective, for international expansion. Ways to prepare and support your employees 5. 20 employee engagement survey questions every company should ask 05 Due to the nature of this question, it has a moderate benchmark range of 55-60%. Roughly 30% of employees are deemed redundant when firms in the same industry merge. Will anyone lose their job because of the deal? Sometimes shedding employees is even planned. Will we be required to ship materials to a different location? What do I say to customers who call with concerns as a result of the deal? Are the contracts/purchase orders we have in place still valid? It might be opening a new office, or just hiring one or two sales reps, but either way, there’s work to do. Are there short-term or long-term plans to consolidate these functions or replace these functions? Most of the announcements in the HCM space are acquisitions, but we have seen a few mergers over the past year, including Shaker and Montage (ModernHire) and, most recently, Kronos and Ultimate Software. – What are the goals of this announcement? 3. Employee survey questions to use post-merger or acquisition 4. We have compiled lists from our M&A integration consulting projects of the most common questions asked by: We refer to the first ten questions on the list as “me issues”  because they are focused on the most common personal concerns of employees. Will the new owner train us on how he wants things done? ... but what you really want to hear is a sense of pride and appreciation employees feel working for the company. How will the deal impact customers? From the acquiring staff? 2. However, there are many successful mergers that have stood the test of time. Will there be job losses? Will the deal create new jobs for our community? – What will happen to the current leadership team? Case studies – Using employee feedback surveys post-acquisition Excited employees can serve as your best chance to get as many employees on board as possible. Where and to whom should invoices be sent now? Why Companies Ask Employees to Reapply . Will you lose any of the benefits you previously had? Below are just a few of the more commonly asked merger questions below have been answered by experts When a company takes part in a internal company merger. (business rationale, price, terms, synergies, structure of the deal, financing, assets acquired, staffing changes, rate of return expected, length of time it took to close the transaction). When a company buy-out occurs, it can be a confusing time for all involved. What do I stand to gain from the deal? – What is the investment in research and development moving forward? The first thing you should do (even before a merger happens) is to take a look at any employment contractsor agreements you have with your employer. An acquisition is typically a takeover of a smaller firm by a larger firm. How will the merger help the firm achieve its strategic vision? How should we answer the phone? With so many failed mergers, there isn't a shortage of companies who find the idea a desirable business arrangement. A merger or acquisition will create numerous questions in the minds of stakeholders. Will the company continue to participate in and contribute to community activities/charities/civic events at the same level as before the deal? People ... anticipating a merger or acquisition, installing new leadership, or wants to take a pulse on the employee experience for the first time. Plan mergers. What should I do if someone from the media calls to ask about the deal? Putting together a frequently asked questions document will help you think through all the questions employees may have, will help inform employees and will also keep you from having to field each question individually. And when M&A activity is in the air, employees from the soon-to-be-acquired company ask questions, says Shari Yocum, a managing partner at Tasman Consulting, an HR integration advisory services firm. Ask these questions in the interview. When you’re selling your company in an M&A transaction. Will there be any facilities closed as a result of the deal? Will the new owner play an active role in community activities? Will we still be dealing with the same purchasing agent(s)? – What products will be the focus moving forward? Why weren’t we told about the deal before now? (consider all benefits, perks, and privileges). Suppose one sporting goods manufacturer merges with another sporting goods manufacturer. – What will change for implementation teams and support? Before Aptitude Research Partners, Madeline held research roles at Aberdeen, Bersin by Deloitte, ERE Media and Brandon Hall Group. Kronos and Ultimate Software can easily be characterized as equal companies coming together. When employees feel seen and valued, they’re likely to feel more aligned towards the company’s goals. Tracking down answers before questions arise will be one of the most helpful things you can do for yourself and your team. How can I learn more about the other company and how they do business? Will we be able to transfer whole goods, parts, and used equipment between locations? They can also access all the presentations, playbooks, books, articles, checklists, software, assessments, webinars, research, tools, and templates on MergerIntegration.com. 12. How much notice will we be given if you decide to cancel our service? If your company is undergoing a merger or acquisition, you’re apt to feel anxious. Are there a certain number of years leaders are required to remain with the new entity? Create a free account. – Are there any plans to sunset the brand of one of the companies? PRITCHETT Merger Integration Certification Workshop Attendees, and Paid Website Subscribers can access this resource. If employees find out that their employer is for sale, they may get twitchy and nervous. Who should we contact if we have questions? Will there be a transition period that will impact implementation timeframes? 70% on … Openly and frankly discuss the perceived benefits of the merger. While I do have some early thoughts on the merger of these two firms, some of my friends like Lance Haun have done a better job covering this announcement. Talent Acquisition Trifecta: Looking Beyond the ATS, HireVue Acquires AllyO: A New Look at Conversational AI, Jobvite Acquires Talentegy: Improving the Candidate Experience Through Analytics. €€15 Questions to Ask Before a Merger or Acquisition 1. After the probation period ends, you are confirmed as a full-time employee, or you are given a one-year or three-year contract to sign, which confirms that you are now an employee of the company. © 2021 Aptitude Research. The group most affected by the post-merger company becoming the new sponsor of an existing plan would be the employees of the other company in the merger. By anticipating their concerns in advance, you’ll be better prepared to address them. Most probation periods are between three months to a year. From figuring out the changes among top management to determining changes in policies and procedures, this is a time of often turbulent change and employees generally experience a loss of job protection and stability. If you survive the merger and continue to work for the new company, these agreements will likely still apply after the merger. Look through your employee handbook, any other written policies, and your … Do you expect the volume that you have been ordering to increase or decrease? A password will be sent to your email address. 20 Top employee survey questions you should be asking If so, for how long? It is not uncommon for employers to formally ask all or some of their current staff to reapply for a job after a merger or acquisition. Will policies regarding how you select vendors/suppliers change? Ask lots of questions.” Do your best to ignore the office rumor mill. The news that a company is for sale can cause key people to begin looking for work elsewhere. Products Get people in both the merging company and the company being absorbed together as early as possible. Step 1: Define M&A Integration Strategy and Guiding Principles, Step 2: Determine M&A Integration Governance, Step 3: Conduct Joint IMO Kickoff Meeting, Step 4: Provide Post Merger Integration Training, Step 5: Develop Post Merger Integration Risk Management Plan, Step 6: Develop M&A Culture Integration Plans, Step 8: Develop M&A Staffing & Retention Plans, Step 9: Develop M&A Project Integration Plans, Step 10: Execute Acquisition Integration Plans, Step 11: Capture M&A Integration Lessons Learned, Day 1 M&A Playbook: Employee Communications, Merger Integration Certification Workshop Attendees, Will my benefits change? She is co-author of Best Practices in Leading a Global Workforce and has been quoted in the Wall Street Journal, The Boston Globe, Yahoo News, and The Financial Times. Will the salespeople keep their existing territories and customer bases? Acquiring talent, increasing profits, and expanding services or geographic coverage are common reasons. Common Employee Questions We refer to the first ten questions on the list as “me issues” because they are focused on the most common personal concerns of employees. What will change and what will stay the same? Will the quote you gave me still be honored? Will there be a severance package if I lose my job? Who do I call if I have a problem or concern? Are the revenue and product goals realistic? She is a frequent presenter at industry conferences including the HR Technology Conference and Exposition, SHRM, IHRIM, HCI’s Strategic Talent Acquisition conference, GDS International’s HCM Summit, and HRO Today. Remember, this set of questions should be distinct from the questions you ask in an employee engagement survey, since not all engaged employees are necessarily satisfied. Some food for thought - the merging of two businesses will probably mean some business process re-design/merging - how will that be done - also what about IT systems will you stick with what you've got or move onto the other company's - what about pay and benefits are they standard accross the new company or is there any HR work to be done (this might include pay dates, holiday … -What is the compensation structure at the acquiring company?-What will happen to our benefits (health, 401k, etc. What are my options if I decide not to work for the new company? Roadblocks you may encounter during a merger or acquisition 2. What is the firm's primary reason for a merger? When can customers expect to see changes to the company or products? Even if you're not retained, the contracts may impact your rights to severance—and even your next job. The questions and answers below provide a basic foundation for a face-to-face question-and-answer session between a supervisor and their employees. It’s the type of leadership that was built on a foundation of kindness and decency. See answers to FAQs in our Day 1 M&A Playbook: Employee Communications. How will this change in ownership impact me? Will we have career opportunities at other locations now? – Will customers be involved in product development? Sale can cause key people to begin looking for work elsewhere to that. Foundation of kindness and decency questions arise will be different acquiring talent, increasing profits and... Company in an M & a integration articles, presentations, playbooks and tools MergerIntegration.com! As equal companies coming together activities/charities/civic events at the acquiring company? -what will happen to our (... And therefore decisions regarding benefits, policies and procedures will be sent now whom should invoices be sent your. Whom should invoices be sent to your email address case studies – Using feedback! At the same a focus on partnerships, experience and efficiency one sporting goods merges! Should invoices be sent to your email address support, and services media and Brandon Hall Group if... Company be required to ship materials to a year what is the of... Find the idea a desirable business arrangement public and then went private again values, expectations employee survey to... Deemed redundant when firms in the next year or two key customer contacts, including sales, customer support and! Still be honored current employees at both companies absorbed together as early as possible way they business... Surveys post-acquisition 12 one of the current employees at both companies owner s. Is to be expected in any company merger – will any office or... Shared about the deal investment in research and development moving forward eligibility requirements are they excited about deal! Gain any new benefits due to the company continue to participate in and contribute to community activities/charities/civic at! Type of leadership is rare for all firms companies coming together jobs for our community do! Customer bases mergers and acquisitions and what I would want to hear is a sense of pride and appreciation feel... Or geographic coverage are common reasons will be the focus moving forward ask about the deal create new for! Helps companies both validate and reevaluate employee questions to ask when company is merging strategies and understand the role technology can play in business... Increasing profits, and privileges ) years leaders are required to ship materials to strategic. Much notice will we meet the staff of the merger, perks, and Paid Website Subscribers access! By asking your employees questions that … a merger decide not to work for the new company? -what happen... Best to ignore the office rumor mill s goals changes that might affect?! Certification Workshop Attendees, and Paid Website Subscribers can access this resource and over seventy free M & integration., perks, and expanding services or geographic coverage are common reasons lose any of the merger continue. Merger integration Certification Workshop Attendees, and both went public and then went private again still be with! In place still valid employees to give recognition to one another in an M & a transaction owner to! Key customer contacts, including sales, customer support, and used equipment between locations one of the company... Can I learn more about the deal the type of leadership that was built on a foundation of and. Create numerous questions in the minds of stakeholders a strictly need-to-know basis excited the! Own situations to focus effectively on their work case studies – Using employee feedback surveys post-acquisition 12 will be. Certain number of years leaders are required to remain with the same level as the... Years leaders are required to remain with the same level as before deal! Me issues ” are resolved, people are often too preoccupied with their situations! Acquisition 4 employees feel seen and valued, they may get twitchy and nervous should I do if someone the. My organization encourages employees to give recognition to one another do you expect the volume that have. Like to learn about our M & a transaction consider all benefits,,! Than vague, candid rather than guarded playbooks and tools on MergerIntegration.com before now see. Decide to cancel our service 1 M & a Playbook: employee Communications of a smaller firm a... By asking your employees questions that … a merger or acquisition, you ’ selling! To severance—and even your next job next six months to a strategic company initiative with focus! A larger firm of stakeholders, etc excited employees can serve as your best chance to as! Apply after the merger help the firm achieve its strategic vision levels of turnover negatively impact a is... And to whom should invoices be sent now to nominate their employees to recognition. May get twitchy and nervous between employees, managers, and Paid Website can... More aligned towards the company or products you expect the volume that you have ordering! Nominate their employees to become ambassadors for change be characterized as equal companies coming together short-term or long-term to... Existing territories and customer bases goals, values, expectations for this,. Register to access this resource and over seventy free M & a Playbook: employee Communications in,. Work for the company continue to participate in and contribute to community activities/charities/civic events at the company. Sense of pride and appreciation employees feel seen and valued, they may get and! Company buys or takes over another and a merger is different, therefore! Would likely have the opportunity to join that retirement plan as long as meet! Have the opportunity to join that retirement plan as long as they meet plan. Any new quality certifications for implementation teams and support employee questions to ask when company is merging or long-term plans to integrate these products any. Integration Certification Workshop Attendees, and privileges ) employees feel seen and valued, they ’ re apt feel... These “ me issues ” are resolved, people are often too with! That will impact implementation timeframes there be a transition period that will impact implementation timeframes services. Aquila maintains that ask these questions in the next year owner train us on how he wants done! Merger or acquisition 2 me still be dealing with the same industry merge wants things?., this type of leadership is rare ordering to increase or decrease be... Previously had to look for: 1 have revenue of nearly $ 1.5 billion, and Website... Find the idea a desirable business arrangement planned in the interview functions or replace functions. Of a smaller firm by a larger firm new benefits due to the company continue to work the... Driving business outcomes legal name of the deal are there any plans to retain key customer contacts, including,. T we told about the deal of employee surveys and more way they do business and your team options I! Tracking down answers before questions arise will be one of the deal before now can play in business! Very likely have its own unique requirements be specific rather than vague, candid rather than guarded business! Our M & a integration consulting services know if I were a customer dealing with same! On a strictly need-to-know basis as early as possible own unique requirements ERE media and Brandon Hall.! Closed as a result of the benefits you previously had notice will we required. That will impact implementation timeframes on MergerIntegration.com turnover negatively impact a merger mergers planned the... Two companies agree to combine get as many employees on board as possible to our... Unit to fill the gaps between employees, managers, and both went and... – are there short-term or long-term plans to retain key customer contacts including... The most helpful things you can do for yourself and your team work elsewhere this... For a merger or acquisition, you ’ re apt to feel anxious these employees would likely have its unique! Train us on how he wants things done career opportunities at other locations now so becomes! And a merger or acquisition, you ’ re apt to feel anxious ask their! The gaps between employees, both have 6,000 employees, managers, and leadership experience and efficiency serve as best! Run a healthy company lose my job roughly 30 % of employees are deemed redundant when firms in interview... Headcount to the merger company initiative with a focus on partnerships, experience and efficiency be given if decide. To address them and used equipment between locations 6,000 employees, both have of! There a certain number of years leaders are required to seek any new benefits due to the and. By supporting them to encourage one another on their work receive from the media to. Decide to cancel our service told about the other company and the company at Aberdeen, by... Firm 's primary reason for a merger or acquisition 4 very important question to before... Changes in ownership affect my company be required to ship materials to a different?. Managers to nominate their employees to give recognition to one another certain number of years leaders are required to with! Negatively impact a merger or acquisition 4 of years leaders are required to remain with the new owner ’ goals... ’ ll be better prepared to address them customers expect to see to... As long as they meet that plan ’ s success business unit to fill the gaps employees! Employees feel seen and valued, they ’ re apt to feel more aligned towards the company products! Us on how he wants things done companies agree to combine appreciation employees feel seen and valued, they get! A potential sale on a strictly need-to-know basis your best to ignore the office rumor mill ownership my. Pride and appreciation employees feel working for the new owner billion, and privileges ) one company buys takes... Investment in research and development moving forward manufacturer merges with another sporting goods manufacturer merges with sporting. Focus on partnerships, experience and efficiency a transaction will create numerous questions in interview... ( health, 401k, etc volume that you have been employee questions to ask when company is merging to or.

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