[Jeff Sewell]

I’m familiar with many approaches and frameworks for change management during M&A. Are there any “tips and tricks” this group may have when it comes to change management during M&A?

[Amy Crawford]

Below are some to consider if helpful:
1) Make use of one-to-one interviews and focus group sessions
2) Use surveys to find the big picture
3) Produce a comprehensive report of your findings and present it to stakeholders (be sure it includes personalized calls to action)
4) Consider conducting a potential resistance analysis

[Brandon Santos, PMP]

Understand how specific actions or descions will impact how stakeholders feel/interpret the change. by thinking again, you can tailor your communication plan to address concerns you can identify before the change takes place. Also, nothing can replace the “what’s in it for me?” thought process when developing your change management communication plan.

[Jeffrey Groom]

I agree with the recommendations for a keen focus on communications. There should be a regular cadence on thoughtful and transparent communications from engaged leaders at various levels, tailored to the groups being addressed (e.g. executive leadership to all employees, senior leadership to functional areas, team leaders to team employees). These should be centered around keeping employees informed on the merger’s progress, any setbacks, and how it impacts them. They should also continue to address cultural integration. As mentioned before, surveys are helpful tools to assess progress, identify gaps, and any areas to focus on.

[Author]

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