Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. A social onboarding strategy done over time provides a continuous cycle that nourishes your companys most valuable asset its people. Feeling free to express ones opinions at work is another major component of belonging, called out by 51% of respondents. And don't forget positive feedback. Microsoft's annual Work Trend Index, a survey of 160,000-plus workers globally, similarly found that in 2021 employees have been experiencing a disconnect with their company and its leaders. Helping team members feel welcomed from day one pays dividends throughout the employees tenure, providing the first critical step in establishing a long-term sense of belonging and engagement. Make sure their desk is clean and organised; they will be grateful for it. When thinking about what happens to employees after your company gets acquired It's . Whether theyre scheduling []. Speaking with new workers outside of the workplace in a more relaxed setting is a terrific approach to learning more about them and making them feel more at ease with you when you return to the office. var currentUrl = window.location.href.toLowerCase(); Research from the Achievers Workforce Institute has found that values-based recognition should be provided at least monthly to every employee to meaningfully impact employee engagement. Recognition for accomplishments was also more important to women (62%) than it was for men (57%). This medium allows employees to make eye contact and observe facial expressions which are important in building interpersonal relationships. emphasizing individuality on the job led to greater retention, less turnover, and even higher customer satisfaction. WEX, based in Portland, Maine, has almost 5,000 employees and acquired four companies last year alone. Introduce the new CEO and leadership team. With deliberate action and intentional inclusion, its possible for all employees to gain a sense of belonging and know they are welcome additions to the organization and team, regardless of their work setting. I saw one eight-figureacquisitioncollapse within six months when the founders were told a second time that, yes, it would take at least 90 days to hire a candidate they wanted. Another way to show employees that their contributions are valuable isto simply listen respectfully and attentively. 1 Write a welcome email. - Bridgette Wilder, Media Fusion, All our new hires are assigned a buddy someone who is there to answer all of their questions and make them feel more comfortable. Many a joke has been made about millennials and participation trophies, but plenty of studies show that millennials are actually uniquely conditioned to want continuous, regular feedback on their work. Sedgwick Claims Management Services Inc., a Memphis, Tenn.-based provider of risk, benefits and integrated business solutions, has acquired three organizations in five years, and the acquisitions have been primarily about talent, says Terri Browne, the companys executive vice president and chief people officer. The technical storage or access is necessary for the legitimate purpose of storing preferences that are not requested by the subscriber or user. (Source: Is the employee aware of the metrics, if any, that they must meet? By incorporating these five strategies when creating your merger and acquisition communication plan, youll help employees stay engaged and focused. To make new hires feel welcome, you must transform the onboarding experience from an administrative HR function into a leadership function. Here are a number of ideas for how to do it right when you add a new member to your team: 1. Each acquisition has been very different, Browne says. It can be as easy as bringing in doughnuts and coffee from the staffs favorite cafe down the street or as elaborate as a new hire happy hour. Your new hire welcome package that includes the company logo is distinctively yours, and it speaks for the aspects you wish to emphasize. Organizations also need to be aware of communication differences. By emphasizing the four factors outlined here, you can help create the perfect environment for future growth. To accomplish this transformation, executive. Host an event to close the capsule, creating a memorable moment for all involved. Welcome Employees After Acquisition Letter: 4 Templates With this letter format, you must clearly express the professional qualities of the candidate drawn towards you for welcoming him to the board. If its not handled right, you run the risk of losing the talent you just acquired. The challenge arises whenacquired talent successfully impact the enterprise. Newly acquired startups and their leadership teams largely think of themselves as entrepreneurs, not employees. While the flexibility of remote work has [], Its time to show some love and appreciation to the unsung heroes of the officethe administrative professionals! Gallups State of the American Workplace report mentions that organizations with a high level of engagement save money on turnover and recruiting costs, while disengaged employees are a significant contributor to high employee turnover. As a result, its critical to have HR involved from the very beginning as part of due diligence, says Melanie Tinto, chief human resources officer at WEX Inc., which provides financial technology services for various sectors, including fleets, travel and health care. Consider additional opportunities to make a good first impression, such as an all-company gathering before the new recruit begins, or perhaps a company party or departmental trips. to simply listen respectfully and attentively. Smart companies and smart leaders think strategically about how theiracquisitionspromote greater agility and empowerment throughout the enterprise. Instead, share documents like insurance overview and employee handbook as soon as new workers sign so they can be entirely prepared for employee onboarding. Not only does seamless company integration provide for longer retention, but it can help a new employee adjust to the corporate culture and feel more comfortable when it comes to voicing concerns or contributing new ideas. This is actually really beneficial for the company as well. Seeing new members join the organization is energizing. It also allows the buddy to reinforce our culture of openness and encourage the new team member to speak up from the start. A strategy like this aids in the establishment of an initial personal connection between the new employee and the business. We try to walk in the shoes of the other organization, Tinto says. Theyre asked to do multiple things at the same time that theyre not historically asked to do, says Dave Kompare, a partner in Aons strategic advisory practice. Studies have shown when employees feel their best mentally and physically, they are happier in the workplace. Employees who know they can speak their mindfeel more motivated to contribute unique ideas that go against the grain, and even command more respect from peers. Back then, you got a paycheck and a few grunts from tenured employees. This is true in much the same way television can be defined as radio, but with pictures technically accurate, to be sure, but missing the larger value and impact of the experience. Though the reason isnt clear from the data, it could be becausewomen often feel undervalued at work, especially compared to their male colleagues. Furthermore, a new employee who is made to feel like a team member gets assurance and is more likely to become more productive sooner. Successful acquired talentneed to have EQs high enough to assure that they wont flaunt or gloat about the greater autonomy they enjoy. Photograph byJason Paige Smith. By focusing on a few key areas and going in with a plan, your organization can make it through the transition and come out on the other side not only unscathed but also more successful because of it. On an employees first day, you dont want them to show up and not know what to do. It makes handling apparel sizing so easy you will love us for it. We respect whats important in their culture.. Within two or three weeks of a deals completion, Sedgwick executives travel to the key offices of the newly acquired company to hold town hall meetings. Not surprisingly, being recognized for their accomplishments was most important to millennialscoming in at 60%, compared to just 53% of baby boomers. Learn how you can find and hire the right talent usingLinkedIn Talent Solutions. Furthermore, it seems much more genuine and authentic than simply sending an email or Slack message. Plus imagine arriving at your new work on your first day and being greeted by a personalized box of items. If not, HR professionals should adjust their plans in response. So turn the mood around with a playful board game thats fun and engaging. var temp_style = document.createElement('style'); There are so many moving parts, he says. Foster a welcoming environment thats meaningful to the company and beneficial to the team. Culture change is not a one-time event; its a process, Conrad says. And like recognition, having contributions valued was cited by more women (55%) than men (48%), which could signal that women are less likely to feel heard in meetings and discussions. Need help with a specific HR issue like coronavirus or FLSA? Consenting to these technologies will allow us to process data such as browsing behavior or unique IDs on this site. Consider developing a program where employees can nominate their colleagues for outstanding contributions to the merger or acquisition. If you dont address human resources well, youll lose the intellectual capital youve acquired.. If acquired talent gets freedom and flexibility that their legacy colleagues do not, it will breed resentment. Use these five strategies to help new employees feel welcome: 1. HBR Learnings online leadership training helps you hone your skills with courses like Attracting and Cultivating Talent. 1. We dont walk in assuming we know better. It takes humility and courage on both sides. With your new employee missing out on the usual face-to-face welcome, it's crucial that you utilise video conferencing. Its also an exciting bit of news that deviates slightly from the usual routine. Here are a few specific ideas for welcoming your new hires: Assign a buddy. Ascertain that each employees real duties correspond to what was described in the job role and discussed during the job interview. This can occur on the first day of employment, depending on how the bigger organizations meeting cycle aligns with the employee start date. The second tactic to make new employees feel welcome is an "enter-view.". Company leaders may offer virtual meetings with new employees as well. Interestingly, valuing recognition is also correlated with an employees company size. Alternatively, the employee may simply be handed a laptop and instructed to research while their manager is in meetings. This ensures each acquired employee experiences a standardized, engaging onboarding program. Second, organize a lunch in the employee's honor. To accomplish this,show them how their individual contributions are irreplaceable to the company. Be Transparent About What's Changing One of the biggest employee pain points during a merger or acquisition is a lack of transparency. Their second question is: How will it impact my compensation and benefits?. Hopefully this means they'll share lots of ideas, but sometimes people are quiet until they see how others behave. You must mention clearly how much bright will be the future of the candidate in this new organization. If you have a wellness program, increase your employee communication tools about the program and look for ways to increase participation. - Ashley Wilczek, Justice AV Solutions, New hires should be informed that they should never hesitate to reach out to HR or their manager in regards to new ideas or concerns. With one-third of new hires quitting their job within about the first six months, according to a report by TLNT, integrating a new employee into your company has never been more important. Company culture, Have blog stories delivered to your inbox. Whats more, in a previous report the Achievers Workforce Institute found more than half (52%) of workers were considering leaving their job this year. For example, I had to advise a European industrial controls company against a nine-figure acqui-hire because the brilliant co-founders of the company being acquired cared more about a side project they were working on than any opportunity to work at the industrial controls company. Otherwise, if the word gets out, it will spread like wildfire.. Competitors could take an aggressive stance against you and poach your employees and poach your business, Tinto says. No wonder their new teamsoften feel betrayed. To develop a more open and candid environment, start by identifying issues and subjects that seem to cause silence, then invite employees to lunch or other informal settings to discuss them. - John Mauck, WLR Automotive Group, Once an applicant accepts the offer, start the engagement process. First, dont acqui-hire to solve a problem or manage a pain point. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. Acknowledge and appreciate. Excellent Onboarding: Merger & Acquisitions Secret Weapon. Write ideas on a whiteboard, creating a mind map of similar ideas, and have a discussion. Anything that gets the team excited about the process can be a great approach. Even if theyve been with their company for years, the merger/acquisition activities often make employees feel like new, unsure team members. Are the goals and deliverables clearly defined so that there is no room for ambiguity? We have a deep set of defense mechanisms that make us careful around people in authority positions, says James. Don't miss opportunities to reward, thank and congratulate. That compares to about 40,000 M&As valued at almost $2.2 trillion in 2009. Plus, many more ideas that are thoughtful and practical. 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