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INTERNAL COMMUNICATIONS AFTER AN ACQUISITION

by | Jul 18, 2019

The importance of internal communications comes not only during an acquisition, but also after the deal has closed. Timely and informative change communications are critical during a merger, but once the dust settles, employees will be looking for consistent cultural and strategic messages. Providing these communications can help new employees feel welcome and assimilated into the company, while easing legacy employees back into their normal routine.

Here are four tips to prepare for your post-acquisition internal communications:
1. Double check your channels

Now that two companies have become one, it’s important to evaluate the current channels and confirm that post-acquisition internal communications are able to reach all employees – old and new. Have new employees been added to the mass email list? Do they have digital signage, and if so are the messages consistent with the new brand? Fixing channels before they become a problem is key.

2. Emphasize the mission, vision and values

Since there may be a large audience that is new to the company, it’s a great time to showcase how the mission, vision and values are exemplified in employees’ day-to-day work. Featuring employees living the values in a newsletter spotlight, or creating an updated Vision Book after the merger, are both effective means of communication. No matter how you do it, the goal is to show that the mission, vision and values are woven into all aspects of the company.

3. Continue building the culture

While your organization may have had a strong culture before the acquisition, don’t forget to carry that culture over into the new offices. Engage employees by focusing on what sets your company apart from others.  If you’re wellness focused – include everyone in an upcoming wellness challenge. Or if you’re heavily community driven – organize a volunteer initiative that encourages local participation.

4. Offer a place for their voice to be heard

Employees will continue to have questions once the merger is complete. Having a well-known channel for two-way feedback can help avoid frustration from employees and an abundance of emails for HR. Bonus points if you can build an ongoing FAQ site for employees to visit before asking the same question twice.

Need help planning your post-acquisition internal communications? Tribe can help.

 

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