Merging a small and big company ( By Ali )

I just received the letter that we are supposed to write about merging 2 companies. Ali thankfully did it and sent it to me to post it, Thank you very much Ali.

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In a case like this there would be a lot of emotions flying about from both parties; the employees of the small company might feel a sense of fear for their own future, as in what role would they be taking in this massive cooperation, if any, because its possible that a more competent, experienced, efficient personnel is available in the same field. Also anxiety and discomfort would be very a common emotion for every employee, even for those who have a solid position in the company; this is due to new management that is going to take place which means new boss/es that they would have to answer to, new protocols to follow and so on. However some employees might be excited to be working for such a massive cooperation. However the employees from the larger company might feel superior, territorial or they might also see a great opportunity for future prospects by the merging of these two companies.

Making this merging process to take place smoothly is very important to ensure maximum efficiency, because the sooner that the two companies learn how to work in harmony with one another the sooner both parties will benefit from it. There are many ways to go about accomplishing this task, but choosing the correct method is very difficult especially in cases like these. Because these two companies are sited in different countries we have to take in to account the difference in culture, something which might be consider polite and friendly in one culture, might be considered too invasive or desperate in another.

With that in mind some basic measurement can be taken which wont conflict with any cultural differences. It is very important for the parent company to make sure that the employees of the small cooperation feel welcomed and inject them with a sense of reassurance. This could be done by making the individual employees feel a sense of security about their role in the company, by sending a personal email for example, appreciating their cooperation and their existence in the company. Also if possible ask them for feedbacks about this merging, (i.e. how do they feel about it, what aspect of their career did they enjoy the most before this merge) this gives them a voice or a say about this merging which can make them have a sense of control over their career and consequently less fear and anxiety . Another important aspect is not to make the small company feel bought out, but more like they have joined your cooperation and that employees from both parties are equally valued in the company.

As for the employees of the parent company, it is important to assure them that the company that they are merging with is a competent, experienced establishment with the employees to follow with a lot to offer. This is so that they won’t think that they are merging with an incompetent company which would have negative influence on the company and essentially their careers. This would also make them see the new employees as equals, which would allow them to work better together. However that being said it is important to appreciate the cooperation and the loyalty of all current employees, and assure them that they would only benefit from merging. The last point is very important as the happiness and cooperation of the 200 employees is absolutely essential for this merge to be successful.

Finally it is important for the employees to get to know each other where necessary, as in the employees from the child company would be given the details of the employees of the parent company that work in the same field. This is so that the people in accounting for example would have each others detail and can get in contact with one another and learn more about each others ways working.