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The improved economic outlook brings with it opportunities for business growth via merger and acquistion. Whilst this brings great excitement, remember that this is also a momentous and complex process. A strategic workshop with HR involvement early on can help to define how you integrate the new business and address the people issues. Points to consider: Does TUPE apply? Transfer and analysis of all employee data. Harmonsation of terms and conditions of employment? How will you retain talent and motivation during a period of change? Clarify the structure and address any areas of role duplication quickly and fairly. Identification of individual issues. The workspace itself.
Communication is key. HR and Marketing should have an agreed strategy which considers the internal focus: frequency, content, use of methods: email, notice boards, intranet, face to face, written letter etc and the opportunity for staff to be heard. You simply cannot overcommunicate during this process.
Culture and Values will be impacted no matter how closely aligned the businesses are on paper. It is not easy, nor fair, to ask a new team to simply buy into a culture and set of values thrust upon them. Engage in a review process with a cross section of staff to identify the impact of the change and what solutions there might be to integrate the teams or indeed amend the values to suit the 'new look' business.
If you are planning for, or already going through, an acquisition, do call us to talk through your plans and disucss where we can help create success.
“Following our management buyout in 2013 we had no in-house HR expertise to call on. We secured the services of P3PM at that time to ensure we had the right level of knowledge and operational HR experience to manage this major change project. Their work was first class, to the extent that we retained their services to lead all of our day to day HR activities, in addition to providing strategic leadership on people related initiatives. During that time we have successfully completed fundamental changes to our operational model, enhanced our HR policies, improved employee satisfaction and gained Investors in People accreditation. We could not have achieved this work without the engagement and support of the team at P3PM. ”
When you give power to someone, what does that really mean? It’s quite a hard word to explain as it can mean different things to different people. According to the thesaurus power;
Line managers play a very important role in all organisations. They make sure that their teams meet, or exceed, their personal and professional objectives while caring for their health and wellbeing. Day to;
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