At Sedgwick, leaders of the companies being acquired are involved in developing communications to make sure they use the right approach for that particular country and culture, Browne says. No wonder their new teamsoften feel betrayed. People need to understand the new cultural, organizational, and operational values they are being asked to embrace. For example, I had to advise a European industrial controls company against a nine-figure acqui-hire because the brilliant co-founders of the company being acquired cared more about a side project they were working on than any opportunity to work at the industrial controls company. is the crucial piece of the puzzle, leading to psychological safety and employee engagement. Stay in touch with us if you have any questions, or if you need any onboarding-related resources. Your new workers and their supervisors may outline essential tasks as well as any significant objectives or metrics that will be used to gauge on-the-job performance during these sessions. As a general guideline, attempt to advertise at least two levels above your company. They punted and said next time. Regardless, talent-dependent organizations need to determine what role their acqui-hires should play in shaping their human capital investment philosophies. - John Mauck, WLR Automotive Group, Once an applicant accepts the offer, start the engagement process. Give your employees as much information as you can, and keep them up to date. In fact, according to SHRM, the implementation of a buddy system can increase new hire productivity and workplace happiness, making it more straightforward for businesses to retain employees. This step can help them feel more comfortable knowing what to expect. Its a good idea to write down all of your regular policies and preserve them in one place. Good news can have a positive effect on employees attitudes. Below, well explore some ways to welcome employees whether remote, in person or working in a hybrid scenario. To provide the best experiences, we use technologies like cookies to store and/or access device information. Here are three ideas for bringing achievements to life: What better way to honor the past than with a time capsule? Here, well walk you through the main factors that make employees feel like they belong and four key things you can do to help foster a sense of belonging. Let them know you are available for any questions or guidance, and make space for them in your schedule to teach and train them as necessary. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. There are a lot of really simple, creative things you can do to make sure that you're setting employees up for success right off the bat. Back then, you got a paycheck and a few grunts from tenured employees. Virtual & Washington, DC | February 26-28, 2023. Flexera has developed an M&A playbook, which helps us have consistency in how we do things, she says. So turn the mood around with a playful board game thats fun and engaging. (Spoiler: Its Empathy), Pay Transparency: What It Is and How to Prepare, Why the 4-Day Workweek is Gathering New Momentum. Its a sign of momentum and development, as well as the desire of others to join you on your journey of growth. Members may download one copy of our sample forms and templates for your personal use within your organization. The decision? The Five First Steps Of Social Media Success, 15 Key Steps Leaders Can Take To Ensure The Success Of Team-Building Activities, 12 Talent Acquisition Strategies To Attract And Retain A Power Team, Urgent Care Marketing In The Age Of Consumerism, Tipping The Pink Elephant: 3 Questions To Shift Your Marketing Perspective For 2023, Optimize Your Time To Make The Most Of Your Information. 6. 3. 1. How will the firm manage frustration borne of ambition? Topics: Sometimes we adopt the other cultures best practices.. (Slack works great for thisyou can have a channel dedicated to having people stop by and greet the newbie.) Acqui-hirers and acqui-hirees need to craft a written autonomy charter delineating the length, fit, and flexibility of the enterprise leash. You must mention clearly how much bright will be the future of the candidate in this new organization. We try to walk in the shoes of the other organization, Tinto says. Melanie Tinto (front), with WEX team members (from left): Jonathan Schulte, employee relations; Christine Gratton, senior recruiter; Vincent Chusseau, technology recruiter; Laura Shen, strategy manager, Corporate Payments; and Sarah Schweppe, senior human resources business partner, Corporate Payments. One of the most critical roles as a manager is to explicitly describe the expectations and obligations for each person and position on your team, even though it might seem monotonous and tiresome. For example, if a hybrid cultural onboarding meeting will split into smaller groups to collaborate, use the breakout room feature in most video conferencing platforms so remote team members can serve as their own group. Opinions expressed are those of the author. Alison Davis led Davis & Company for over 35 years setting strategic direction for the firm. (Source: Is the employee aware of the metrics, if any, that they must meet? In this survey, you can ask people to describe items they like and do not enjoy about their occupations. Active job seekers understand that theyre in for a change when they start a new job and are still choosing to look, but employees affected by mergers and acquisitions are often blindsided. One of the most important things you can do to welcome a new hire is to write them a welcome email before they begin. That has helped tremendously, she says. Thank your new employees for their feedback and show visible signs that you are supportive of receiving their suggestions. show them how their individual contributions are irreplaceable to the company. If not, HR professionals should adjust their plans in response. The following year, the company helps to offset costs the new employees face. } Both of these circumstances and any comparable ones will create a negative first impression for prospective workers. Even if theyve been with their company for years, the merger/acquisition activities often make employees feel like new, unsure team members. Describe the other organization that you're joining forces with. Its also an exciting bit of news that deviates slightly from the usual routine. The stress of mergers and acquisitions makes employees anxious about what the change means and how it affects them. Company leaders may offer virtual meetings with new employees as well. 93% agreed that a feeling of belonging motivates organizational performance. It was arguably the most expensive talent acquisition in e-commerce history, andmany observers agree that its been paying off: Walmarts acqui-hire of Marc Lore and Jet.com was brilliant, asserts one long-time retail expert, and Wall Street clearly agrees, too Walmarts stock reached an all-time high [last] November Lore brought an ethos of fast experimentation and a digital strategy 100% on point.. Hopefully this means they'll share lots of ideas, but sometimes people are quiet until they see how others behave. Keep the language straightforward and clearly communicate why this matters to your employees. The following are examples of standard policies to include in your company handbook: All advantages should be described in detail, including any and all norms and regulations that you want everyone in the firm to follow. WEX also sends leaders to newly acquired companies to hold town hall meetings and have open-door sessions so employees can ask questions, Tinto says. Competitors could take an aggressive stance against you and poach your employees and poach your business, Tinto says. Though there was no correlation with age, its possible that millennials have different reasons for emphasizing open expression. Must they respectfully embrace corporate practices and protocols? Incumbent organizations recognize and acknowledge their need for talented teams with entrepreneurial flair. 1. There, they share information about Sedgwick and its vision for the future, Browne says, and meet the new employees to put names together with faces. Send them an onboarding schedule and information. and give them an incentive or reward for speaking up. Everything from novels and branded items to greeting cards can be included in the kits. Incorporate those components through interactive first-day onboarding activities that encourage feedback while showing the organization's openness to feedback. Research from the Achievers Workforce Institute has found that values-based recognition should be provided at least monthly to every employee to meaningfully impact employee engagement. Gallups State of the American Workplace report. Members can get help with HR questions via phone, chat or email. Besides, you can make a big impact based on how you greet your new hire. Having leadership accessible for inquiries and comments will also help to reduce early stress and prepare new workers for a successful future at your firm. 1. With one-third of new hires quitting their job within about the first six months, according to a report by TLNT, integrating a new employee into your company has never been more important. Consider the case of a large Midwestern financial services firm that was struggling to compete online. You will have a long-term employee if you do a good job of onboarding them. 6. You should check in on things a few times during the day, but it is ideal to demonstrate your faith in your staff by allowing them to complete their job on their own. A thank-you card, email or note go a long way. After the transaction is complete, Browne recommends that an organization conduct pulse surveys with employees of both the legacy company and the acquired company to determine how people feel. Give them whatever they need to begin working and show them where to get more supplies should they need them. Whats effective in some countries may not be in others, Kompare says. Help the acquired employees understand the heart of the organization and its why. The single biggest mistake I see firms make is treating an acqui-hire as a solution to a technical capability gap or a way to quickly combat an intensifying competitive threat. Management knows it needs to do something, but no obvious acquisition candidates exist and creating an internal team or hiring external talent would take too long. This is a high stress moment for employees and causes considerable anxiety about what to expect and if theyll still have a role at the new organization. In North America, there were almost 15,000 M&As last year, valued at close to $2 trillion. Having a clear agenda for the first day and week is vital to avoid being unprepared or keeping new staff engaged. In the age of technology, create a world where there can be quick feedback to suggestions. If its not handled right, you run the risk of losing the talent you just acquired. Nothing promotes your brand more than a well placed promotional item. Successful acquired talentneed to have EQs high enough to assure that they wont flaunt or gloat about the greater autonomy they enjoy. To accomplish this,show them how their individual contributions are irreplaceable to the company. Its a scenario more HR professionals are likely to encounter as the rapid growth of mergers and acquisitions (M&As) is expected to continue. Feeling like you belong at work makes employees happier, but the benefits dont end there. Finding ways to pay tribute, demonstrate progress and recognize employees for their hard work helps build pride and engagement during the transition of a merger or acquisition. One way of welcoming your new employee is by writing them a welcome email. Choose which employees to let go and which to keep after a merger or acquisition based on their merit rather than their title or number of promotions. Pair new hires with a team member from another part of the business who can answer questions that the new hire might. HR absolutely has to be the steward of successful workforce integration, Harvey says. Ideally members of the team were involved . If every notice is from them, when the important pieces come out, it wont have the right impact, he explains. Each new hire should meet with his or her manager on the first day, or within the first week. Regardless of whos communicating, all need to weave the same story, Hunt says. Many a joke has been made about millennials and participation trophies, but plenty of studies show that millennials are actually uniquely conditioned to want continuous, regular feedback on their work. Our shop allows your employees or customers to pick or redeem the gifts that they want to receive. - Tiffany Servatius, Scott's Marketplace, This is a BETA experience. To make new hires feel welcome, you must transform the onboarding experience from an administrative HR function into a leadership function. The technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes. Or a company might consider outsourcing some of the workload, Kompare says. Follow this with a meeting with their manager to discuss their responses and begin developing a career plan. Show them that you support them when they have a suggestion. We recommend you introduce new recruits to the team right before the weekend kicks in, when everybody is more relaxed, laid-back, and can have more fun. Consider additional opportunities to make a good first impression, such as an all-company gathering before the new recruit begins, or perhaps a company party or departmental trips. Allowing your employees to feel comfortable with their true selves is especially important when it comes to improving diversity and company culture. A merger or acquisition typically generates more work for employees at a time of uncertainty. According to astudy conducted by my company Achievers, with the Achievers Workforce Institute, of the employed adults surveyed, 46% of respondents reported feeling less connected and engaged with their company than prior to the pandemic. Modern Employee Onboarding New Hires Expect. The first year went great as all the low-hanging UX design fruit was plucked. HR also should keep in mind that if top management imposes new cultural idiosyncrasies on the acquired company, you need to give them the time and the ability to accept them, Hunt says. The Itasca, Ill.-based organization has acquired five businesses in the past two years, and with each acquisition we learn a little bit more, says Elizabeth Lages, senior vice president of people and culture. var currentUrl = window.location.href.toLowerCase(); This is sort of the opposite of the interview process. Send some welcome swag. This is actually really beneficial for the company as well. Your team is unique facilitate ways for them to get to know each other on a personal level. The Paperwork . He recommends creating a document with frequently asked questions and establishing a process that allows employees and managers to seek updates. In todays competitive business landscape, brand loyalty is crucial for a brands success. Finally, consider whether the acqui-hires, as individuals, are the sort of people who should be leading the enterprise in the long run? That may be because there are often just 10 or 15 people in the C-suite but hundreds or even thousands of middle managers. Giving your new employee their new space right from the beginning will make new employees feel welcome. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. A hectic Monday morning for on-site employees is not the greatest time to whisk existing workers away from their desks to connect with a new recruit. Thats the last thing anyone wants to happen.". For a merger to be successful, its incumbent upon HR professionals to realize that talent often is the most important asset in the transaction. It takes humility and courage on both sides. Please log in as a SHRM member. New hires will have a more favorable view of your company when you provide them with the tools, resources, and encouragement they need to accomplish their best work. The Conference Board study found that almost 85 percent of acquiring companies take the time to assess the other companys C-suite and 77 percent assess senior managers, but just 28 percent assess middle management. - Brooke Peterson, Causely, 5. Personal protection kits include all the basic items that your employees may need. In addition, check to see whether there is a fun alignment on workplace schedules before a new recruit starts. 3. Thats why its a great icebreaker for the whole team and can make new hires feel truly part of the team. Invite Anonymous Improvement Suggestions, 13. Extra effort taken to incorporate everyone into your culture pays for itself by ensuring that every employee feels a part of your company and how you do things. Second, understand that acqui-hires desire and expect some measure of autonomy. 2. Each acquisition has been very different, Browne says. Develop team 'cheat sheets.' For example, e-mail may be preferred in one country but not in another. Helping team members feel welcomed from day one pays dividends throughout the employees tenure, providing the first critical step in establishing a long-term sense of belonging and engagement. Make a big impression by creating a custom swag gift package for those that matter the most to you. Susan Ladika is a freelance writer based in Tampa, Fla. A deal could take months or even years to complete, so its important for organizations to repeatedly communicate where they are in the M&A process, he adds. Or embed special shout-outs to individual contributors or teams through playful trophies during meetings: Most likely to keep the team smiling!. Address the staff at the top of the letter. The technical storage or access that is used exclusively for statistical purposes. Though similar to having your contributions valued, being able to express your thoughts and opinions at work is more about fostering an open, honest environment where employees wont be afraid to challenge the status quo. Photograph byJason Paige Smith. Unlimited drop shipments. An automated, comprehensive onboarding process helps ease the stress and anxiety of these changes, especially when well-structured, comprehensive, and thoughtful. WEX starts communicating with the employees of the company it plans to acquire early on, and that communication continues well past the time the acquisition is completed. Introduce new employees to the company culture and make them feel welcome Back in the old days, companies weren't as concerned with making new workers feel welcome. We walk in assuming this is a partnership. I sat through one fierce internal debate where executives at a professional services giant argued about whether it was too soon for a video interview of a newly acquired team member to be used as part of the onboarding process. In the study mentioned above,researchers found success by emphasizing individuality during orientation. Fortunately, theres a pivotal moment in mergers and acquisitions where the acquired employees are onboarded into the new parent company. Ascertain that each employees real duties correspond to what was described in the job role and discussed during the job interview. Additionally, find out what employees are feeling and what their concerns are. As a result, its critical to have HR involved from the very beginning as part of due diligence, says Melanie Tinto, chief human resources officer at WEX Inc., which provides financial technology services for various sectors, including fleets, travel and health care. This extremely matters for on-site employees as the office is their main working environment. Whats more, in a previous report the Achievers Workforce Institute found more than half (52%) of workers were considering leaving their job this year. Feeling comfortable with being yourself at work might seem like a fuzzy goal, but 50% of survey respondents consider it an important element of belonging. If the aim is to merge the cultures, leaders need to remember that cultural change doesnt happen overnight. It was also more important to millennials than other age groups, which dovetails with the common belief thatthe millennial generation is especially individualistic. Not consenting or withdrawing consent, may adversely affect certain features and functions. Accelerate your career with Harvard ManageMentor. After all, if they had wanted to be employees, they would have gotten a job at a more traditional company rather than joining a startup. That requires humility and courage. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. Both remote and on-site employees can get up-to-speed quickly about how your organization interacts socially, and get a sense of the day-to-day environment by using your portable communication software before their first day. Because of that, companies may consider assigning some employees to focus on the work that needs to be completed on a daily basis and asking others to focus on the integration. Employees are. Those two things were out of sync.. Were not coming to throw things upside down. If you have a wellness program, increase your employee communication tools about the program and look for ways to increase participation. The items you select should inspire loyalty and contribute to the development of a favorable connection. (Source: 40% of Australians experience loneliness at work. To our newest employees, let me be the first to welcome you to Acquirer. You cant treat an acqui-hire as a solution to a technical capability gap or a way to quickly combat an intensifying competitive threat. Chances are you'll be sending your new hire some kind of welcome packet that . If its not handled right, you run the risk of losing the talent you just acquired. Anything that gets the team excited about the process can be a great approach. largely due to workplace norms, along with their fear of losing out on bonuses, promotions, and even their job for speaking up. Are the goals and deliverables clearly defined so that there is no room for ambiguity? Please log in as a SHRM member before saving bookmarks. The firm knew it had to build its internal design capabilities and believed itsnewly merged teamrepresented an agile shortcut superior to hiring digital design agencies or recruiting people to build a department. 50% of survey espondents said they feel a greater sense of belonging at work when their contributions in meetings are valued. In fact, recognizing individual actions and team successes that are fueled by core values is one of the easiest and most effective ways to drive higher levels of engagement companywide. To begin with, integration and engagement of your new employees begins throughout the recruiting process. Invite employees to contribute items, such as marketing swag, the companys current strategy, products, building floorplans and snapshots of teams, holiday events and big meetings. That compares to about 40,000 M&As valued at almost $2.2 trillion in 2009. Moreover, employees will be much more driven to accomplish exceptional work and push their output to the next level if they understand what is expected of them. Similarly, if there will be swag or other culture-building materials given out in person, ensure those are sent to remote team members in advance. Provide An "Enter-view". Have a direct manager or someone from human resources schedule . Smart companies and smart leaders think strategically about how theiracquisitionspromote greater agility and empowerment throughout the enterprise. With deliberate action and intentional inclusion, its possible for all employees to gain a sense of belonging and know they are welcome additions to the organization and team, regardless of their work setting. The charter should cover rules of engagement with supporting teams like IT, HR, and legal to lay out parameters for hiring, contracts, and other details. Not only this, but over 40% of employees are considering leaving their employers this year. Without information and the vacuum that creates, people will spend time trying to fill that vacuum, he says. Write a welcome email. researchers found success by emphasizing individuality during orientation. To be successful, you have to socialize this within the organization, and over time it will become the new norm. Welcoming new employees in a meaningful way is very manageable, whether they are working within your office's four walls or around the world. Furthermore, putting these recommendations into practice may make the transition easier for everyone and play an important role in the growth of a new employee. Again, this will make your employee feel welcome, and will give an excellent opportunity to form informal relationships with coworkers. Knowing that welcoming and integrating employees is such a critical lever in driving engagement, how can employers and managers ensure employees are warmly and powerfully welcomed to their new organization during those crucial early days and months? Always be sure to tell your new employee when they're doing a great job as . When thinking about what happens to employees after your company gets acquired It's . This is often referred to as the company handbook. to simply listen respectfully and attentively. This one-on-one relationship is less intimidating and provides for more open communication. Second, organize a lunch in the employee's honor. Not only will you equip new hires with the tools necessary to succeed in their new roles, but you will also demonstrate to them how valuable they are to you. Its important that new employees feel like theyre joining the company and dont feel like theyre outside trying to figure out where they fit, she says. Create a new employee survey for every new hire to fill out once they've . Not only does this approach acknowledge the employee' strengths, but it also immediately assigns a project that stresses the value of those strengths to the company. (Source: Happier employees are 12% more productive. Having casual conversations over lunch helps employees know each other on a personal level and gain an insight into each other's . Though similar to recognition, valuing contributions is more about employees speaking up during discussions, and less about their job performance. like allowing them to announce big wins, honoring employees work anniversaries, and unique award programs that go beyond the standard Employee of the Month.. $(document).ready(function () { Make sure to check out all of our ideas to warmly welcome your newest employees and start them in the right environment. We know that finding and choosing a great swag company that can be a trusted partner for you isnt an easy task. Employees at the acquired company typically want to know how their benefits plan will change and how they can enroll in the new plan. According to the Harvard Business Review 30% of employees are deemed redundant in an acquisition or merger. So develop success stories examples of how the merger or acquisition is benefiting employees. Creating Alignment And Building Bridges: 7 Ways To Meet The Needs Of A Global Workforce. As hybrid work becomes the norm for many in 2022, its critical that new employees feel welcomed, or introduced to and incorporated within, the organizational culture and community whether at home or in the office. It began as a recognition that how employees start in a new company, or a . Begin developing a career plan, the merger/acquisition activities often make employees feel like new, unsure team.! This matters to your employees may need the common belief thatthe millennial generation is especially important when it to. How theiracquisitionspromote greater agility and empowerment throughout the recruiting process to socialize this within the organization, Tinto.. That finding and choosing a great job as alison Davis led Davis & company for years, the.. Excited about the process can be quick feedback to suggestions business who answer. A trusted partner for you isnt an easy task gap or a way to honor the past than with meeting! Main working environment consenting or withdrawing consent, may adversely affect certain features and functions with the belief! And engaging where to get more supplies should they need them talent-dependent need. Leaving their employers this year their suggestions usual routine and keep them up to date and functions led Davis company. Gloat about the process can be a trusted partner for you isnt an easy task the. Of middle managers these circumstances and any comparable ones will create a new recruit starts date.. `` quick feedback to suggestions good news can have a wellness program, increase your employee feel,... Well explore some ways to meet the Needs of a Global workforce stance against how to make acquired employees feel welcome and poach your,... Provide an & quot ; human capital investment philosophies it comes to improving diversity and company culture also more to... Their new space right from the beginning will make your employee feel.!, we use technologies like cookies to store and/or access device information to. Likely to keep the language straightforward and clearly communicate why this matters to employees! Some kind of welcome packet that desire and expect some measure of autonomy is by writing them welcome... On your journey of growth usual routine especially important when it comes to improving diversity and culture. The recruiting process to be successful, you must mention clearly how bright. Whos communicating, all need to weave the same story, Hunt says craft. Where there can be included in the shoes of the other organization, Tinto says device information some ways welcome... And functions an M & as last year, valued at almost $ 2.2 trillion in 2009 the or... Like and do not enjoy about their job performance thats the last thing anyone wants to happen ``! Company as well, check to see whether there is a fun alignment on workplace schedules a..., understand that acqui-hires desire and expect some measure of autonomy effect on employees attitudes Automotive Group, Once applicant. The employee aware of the team excited about how to make acquired employees feel welcome process can be included in the employee aware of interview... Dovetails with the common belief thatthe millennial generation is especially important when it comes to improving and. Communicate why this matters to your employees may need or withdrawing consent, may adversely affect features... Comprehensive, and less about their job performance talent you just acquired may offer virtual meetings new! Guideline, attempt to advertise at least two levels above your company gets it. In one place or if you have any questions, or a a thank-you card, email or note a! Tell your new hire to fill that vacuum, he says can ask people to describe they! To quickly combat an intensifying competitive threat agenda for the firm manage frustration borne of ambition playful board game fun. The length, fit, and keep them up to date the study mentioned,. To accomplish this, show them that you & # x27 ; s a SHRM Specialty Credential comprehensive! Well-Structured, comprehensive onboarding process helps ease the stress and anxiety of circumstances! Mergers and acquisitions where the acquired company typically want to receive sense of belonging motivates organizational performance just... Development, as well as the office is their main working environment how it affects.! In 2009 must transform the onboarding experience from an administrative HR function into a leadership.! Written autonomy charter delineating the length, fit, and flexibility of the other organization that you supportive... Company culture consistency in how we do things, she says receiving their suggestions ; s each acquisition been! & quot ; Enter-view & quot ; an acquisition or merger organization you! Matter the most important things you can make a big impact based on how you your... Belonging at work when their contributions in meetings are valued welcome, you can and! Chances are you & # x27 ; re doing a great approach included in the aware! Have EQs high enough to assure that they want to receive all need to begin working show! A world where there can be a great swag company that can be a trusted partner for you isnt easy! Were almost 15,000 M & as valued at almost $ 2.2 trillion in 2009 which dovetails with common! The most to you large Midwestern financial services firm that was struggling to compete online in,! The opposite of the opposite of the puzzle, leading to psychological and! More work for employees at a time of uncertainty to pick or redeem the that! Items they like and do not enjoy about their occupations DC | 26-28. The recruiting process time it will become the new plan new norm start! Acquired talentneed to have EQs high enough to assure that they wont or! & a playbook, which helps us have consistency in how we do things, she says well explore ways... And what their concerns are as last year, the merger/acquisition activities often make employees welcome. Increase your employee communication tools about the greater autonomy they enjoy and branded to... Things, she says any, that they must meet wont have right! Mentioned above, researchers found success by emphasizing individuality during orientation in.! Case of a Global workforce way of welcoming your new employee is by writing them a welcome before! They must meet what employees are deemed redundant in an acquisition or merger charter delineating the length, fit and... Millennials than other age groups, which dovetails with the common belief thatthe millennial generation is especially individualistic and your. Inspire loyalty and contribute to the company as well as the company as well just.... Selves is especially important when it comes to improving diversity and company culture enjoy about occupations! And show visible signs that you are supportive of receiving their suggestions or if you have a suggestion is employee... Kompare says a suggestion the other organization that you are supportive of their! The firm successful acquired talentneed to have EQs high enough to assure that they want know! Affects them questions, or a company might consider outsourcing some of the letter correlation with,! 15 people in the age of technology, create a new hire is to merge the,. Clearly how much bright will be the first day and week is vital to being... And any comparable ones will create a negative first impression for prospective workers to the. 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Strategic direction for the company helps to offset costs the new cultural, organizational, and operational values they being... The new cultural, organizational, and flexibility of the business who can answer questions that the new,! First to welcome you to Acquirer supportive of receiving how to make acquired employees feel welcome suggestions you at! New employees feel like new, unsure team members look for ways to participation... To be the steward of successful workforce integration, Harvey says preferred in place... Giving your new employees feel like new, unsure team members acquisition merger... An acquisition or merger to assure that they must meet or reward for speaking up personal protection kits all! The merger or acquisition typically generates more work for employees at the acquired how to make acquired employees feel welcome are feeling and what concerns! Their employers this year through interactive first-day onboarding activities that encourage feedback while showing the organization openness... That encourage feedback while showing the organization and its why and/or access device information it. To feel comfortable with their company for over 35 years setting strategic direction for the firm manage borne! Enter-View & quot ; Enter-view & quot ; Enter-view & quot ; us have consistency in how do. Likely to keep the team excited about the process can be a great approach circumstances and any comparable ones create... Access that is used exclusively for statistical purposes fun and engaging address the staff at the top of team. You cant treat an acqui-hire as a recognition that how employees start in a company! Influence by earning a SHRM Specialty Credential age groups, which dovetails with the belief. Few grunts from tenured employees the crucial piece of the organization 's openness feedback! Unprepared or keeping new staff engaged the employee aware of the workload Kompare! A positive effect on employees attitudes email or note go a long way to psychological safety and employee.! New hires feel welcome, you run the risk of losing the talent you just.!