Integrating Cultures After a Merger

Mergers often look great on paper – especially the dollars and sense of it. Not all mergers are successful. One of the reasons many of them aren’t as impactful as they could be, or even fail is because of company cultures that do not align.  It’s sometimes difficult, but possible to predict and proactively work to resolve. 

Management must decide which corporate culture to adopt or if they want some sort of combination of the two cultures. This is best done as closely as possible to the onset of the merger. Otherwise, the uncomfortable transition stage going from what life is for employees today vs. post-merger can lead to reduced productivity or even paralysis of the workforce.

Effectively combining two different corporate cultures requires management defining broad cultural objectives. Such objectives are laying out the ground rules of anticipated leadership structure and behavioral norms for employees. The ideal or the smoothest transition would be to try to change a little as possible. In most merger situations, one company culture will arise as more dominant than the other. It’s it important to protect that while also preserving certain parts of the other entity. Specifically, the focus should be on protecting the elements of the company culture that contributed to success.

Once the changes have been identified, management must communicate them as soon as possible. Again, with the focus on being as specific as possible. This will reduce confusion and allow for a quicker transition, avoiding unnecessary productivity losses. It is also important to allow feedback from the employees to gauge what changes are or are not working. This is the first step to deciding if further changes must be made.

If you need assistance navigating the tough road of combining cultures - let us help you! 

E-mail: info at connorcaitlin.com  Twitter: @connor_caitlin

Mergers are nail-biters...

Mergers can be tough on leadership and employees alike. After a merger or acquisition, the organizational structure of the company the employees have become accustomed to can change in a flash. Change is typically off-putting to most people. Employees may become scared that they will be no longer needed or will have to impress a new boss. All of this can lead to a lot of stress and anxiety that can slow productivity or even paralyze your work force. Therefore, it's crucial to have a plan to manage anxiety (aside from Xanax) otherwise your team will be set up for failure. 

Communication is one of the most important ways to manage merger anxiety. Let your employees know what changes will be made as soon as possible. A lot of the fear of changes from mergers is due to not knowing exactly what the changes will be. Letting your employers know exactly what to expect can help them cope with the changes sooner, minimizing anxiety. If there is no communication, it's human nature for people to come up with the worst possible scenario in their minds, thus maximizing anxiety. 

It's also very important to be as honest with your employees as possible. If your company is the one being acquired, it is likely some employees will have to be let go due to redundant positions in the two companies. It is also likely some people will have to change their role or take on additional responsibilities. Being up front with your employees you feel will be most affected will give them more time to prepare. It will also lend to a better opportunity for all of you to manage the change, allowing for a smoother transition.

If you are anticipating rough roads again, but can't see the path - let us help you! 

E-mail: info at connorcaitlin.com  Twitter: @connor_caitlin

Tell Them What They Need to Know

Nearly all studies and surveys about what companies are looking for in their next hire result in the same top answer: communication. Employers need to know that a person can effectively communicate with others in order to complete tasks, make improvements, develop culture, create change, and many other things.

The first way employers will begin determining communication skills occurs in the interview. More and more interviewers are asking candidates vague questions. This is not because the hiring authorities do not know what they want to ask, it is because they want to know if a candidate can provide them the information they need.

In the past, many interviewers would ask something like “Tell me about a time you managed people and if it went well.” Now they will say something more like “Have you managed people?” While these questions may seem very different, it is more than likely that they are looking for the same kind of answer. The employer still needs to know if a candidate can manage people and how they did it, but they are also using the question to gauge the candidate’s communication skills.

This is the time for a candidate to show the employer that they are not only qualified for the job, but they bring excellent communications skills to the table as well. If a candidate answers “Yes” to the second version of the question, they are technically answering what was asked of them. However, a candidate could answer, “Yes, I have. At my current position I manage a team of 6 individuals who each have at least three reports. I have had to resolve conflicts and help make group changes. It is an environment I have really enjoyed and have also learned a lot from.” This answer gives the hiring authority detail that a simple “yes” did not. It shows that the candidate has real applicable skills and can communicate that clearly.

In your next interview, be sure to listen for opportunities like the one described here and showcase your communication skills when you can.

Contact us at info@connorcaitlin.com for more information. 

Average Hiring Times Getting Longer

The Interview and Hiring process is taking much longer than in previous years. Average hiring times have increased from around 12 days in 2010 to around 23 days in 2014. This is due largely to the more in-depth screening process being used by employers today. Studies show that panel interviews can add almost a week to the hiring process and things like IQ tests and personality tests can add as many as 4 days.

While it is important for an employer to make sure they are making the right decision, taking too much time can actually lead to weaker hire. This seems counter intuitive, wouldn’t taking more time allow the employer to find a better candidate? However, if you take too long with the hiring process, you give the strong candidates time to accept other offers, leaving you with a weaker pool of prospective hires. Taking too much time can also result in loss of productivity. The more time the hiring process takes, the more time the empty position goes unfilled.

It is important to balance the time it takes to effectively screen potential candidates with how much time it will take. If you leave out key steps in the hiring process, you won’t be sure exactly who you are hiring. If you take too long with the hiring process, you could lose strong candidates to other companies and lose productivity.

If you have any questions about hiring practices, please contact Connor | Caitlin Talent Solutions. 

www.connorcaitlin.com

info@connorcaitlin.com

Don’t just Think it; Speak it. (Appropriately)

As time prevails, social media is becoming more than just a form of advertisement and source of information. Social media can actually be a smart way to voice your opinion about certain issues or topics. However, speaking up does not mean being vulgar about the matter, but simply expressing your thoughts in an appropriate way. When a popular subject comes up, especially in the business world, many people tend to keep their thoughts to themselves and agree with the majority.  Instead, speak up.

Recently in the news, Taylor Swift voiced her outlook about Apple’s new streaming service on Tumblr. She claimed that she spoke up about the issue not for herself, but for other fellow musicians who were not getting paid by Apple. Taylor Swift’s post was seen by Apple and it did make a difference. Apple replied to her post and agreed to pay the artists for streaming even during the free trial period. Even though Taylor Swift is a celebrity, this is still a good example of just how influential social media can be.

Use social media to your advantage, but always make sure your posts don’t personally offend anyone. If you have a personal issue with a colleague or your boss at work, this would be the type of problem to solve in person. There are certain situations when it’s appropriate to use social media, and other situations when it’s not. Social media can be a very powerful tool; know how to use it, don’t abuse it.

Please contact Connor | Caitlin at www.connorcaitlin.com for more information

It's Not What You Know, it's Who You Know.

We’re all familiar with the phrase “It’s not what you know, it’s who you know.” When you are making new connections and expanding your network, it is important to take time to think through how you can make your network work for you to get the most out of your connections.

Each new person you meet can be a new point in your network, but planning ahead and having a strategy can exponentially increase the value of networking. By thinking through how you will network and coming up with your plan of attack, you not only will be more prepared to make better connections, but will refine your networking abilities and become a networking genius.

Begin with figuring out what kind of people you need to add to your network. This can be anyone from lateral employees at companies within your industry to higher ups in a field you are interested in penetrating into. Once you have determined what kind of people to add you can begin to look for specific people and events. After you have found events to attend, try to obtain a copy of the list of attendees to strategize whom to meet. When you are at the event ma

king connections, be sure to have meaningful interactions. It does you no good to meet someone if they will not remember you afterwards. Finally, after you have made your connection, be sure to follow-up quickly. Your follow up could be a quick note in an email, an invitation to coffee or lunch, or even a connect on LinkedIn.

Networking will never be an exact science, but with careful consideration and planning it can become a nearly perfected art. Do not be afraid to try different techniques and figure out what works best for you. Inevitably mistakes will be made, that is okay. Learn from the mistakes and do better the next time. With planning, networking prowess will soon be in your wheelhouse.

Contact Connor | Caitlin to talk more about networking and how you can improve your skills.  

There Is Power in a Smile

George Eliot said, “Wear a smile and have friends; wear a scowl and have wrinkles.” Smiling is a very simple way to make a good impression; it can immediately change your outward appearance and therefore how people perceive you. Perception is in the details and no matter how much you care about your employees and their well being, if do not make an effort to show you care, they may never know. 

A simple smile and hello in the morning to your fellow employees can change the course of an entire day. Perhaps Susie in the corner was running late and thought the day was going to be awful and your smile will turn her morning around. Maybe George from down the hall is having trouble getting through an assignment and your smile gives him the push he needs to finish it up.

A smile says, “Hi, I’m happy to be here and I’m glad you are too.” Communications experts estimate that 80 percent of communication is non-verbal, so even if you are saying the right things, you still need to show it as well. Research also shows that even fake smiles will work, so fake it till you make it, folks.

Smiling can improve your mood, improve the mood of those around you, encourage creativity, increase brain activity, decrease stress, make your more approachable, increase your perceived trustworthiness, and a host of other things. Even all these benefits are something to smile about!

In his book How to Win Friends and Influence People, Dale Carnegie said, “A smile costs nothing, but creates so much. It enriches those who receive, without impoverishing those who give. It happens in a flash and the memory sometimes lasts forever.”

As you go about your day, make an effort to smile a few extra times.  Eventually, smiling more will become a habit and you will find yourself much better for it.

Contact Connor | Caitlin at www.connorcaitlin.com