Guide to effectively communicate during mergers and acquisitions

One of the most significant recent business events making headlines involves the proposed merger of Evri with DHL ecommerce. While there has been extensive coverage of the strategic aspects of the deal, there has been minimal focus on the impact on employees. It is essential that internal communication receives as much attention as strategic planning and investor relations.

Communication during organizational mergers and acquisitions presents a considerable challenge for internal communication teams. The period between the announcement and the completion of the deal is especially challenging due to legal constraints on what can be disclosed and when. Employees are in need of clarity, reassurance, and guidance during this uncertain time.

While certain details of a merger or acquisition may need to remain confidential, it is crucial not to leave employees in the dark. Acknowledging their concerns openly can help alleviate some of the anxiety they may be feeling. Even if all the answers are not available, demonstrating empathy and understanding towards employees’ questions and fears is essential.

Providing clear explanations of the process, legal requirements, and timelines can help employees understand and trust the process they are going through. Uncertainty is more manageable when there is a roadmap in place and regular updates are provided.

Listening to employees’ perspectives and concerns is vital to gauge their sentiments accurately. Understanding what they value, what they fear, and what they hope for the future of the organization can guide communication strategies.

The choice of words used in communication plays a significant role in shaping employees’ perceptions. The distinction between mergers and acquisitions, where mergers suggest equality and acquisitions imply dominance, is vital to consider. The language used in communication can influence how employees perceive the changes taking place.

In instances where merging brands have different reputations, creating a new narrative that integrates the best aspects of both can foster a sense of unity and shared value. Co-creating a narrative that reflects both organizations’ core values and behaviors can help in building a cohesive company culture.

Establishing a consistent channel for updates on the merger can help in keeping all employees informed and engaged. Choosing a format that is accessible to all employees, regardless of their work environment, is crucial in ensuring effective communication.

Lastly, during mergers, communication professionals often find themselves as the voice of reassurance and stability for others while dealing with uncertainty in their roles. It is essential for communicators to receive support and care for their emotional well-being to fulfill their responsibilities effectively.

Mergers and acquisitions present not only communication challenges but also trust challenges. Internal communications play a crucial role in helping employees feel valued, heard, and engaged during times of organizational change.