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

Diving into Uncertainty

            No one can predict the future; therefore every day comes with uncertainties. However, uncertainty will not stop a successful individual from achieving their goals. To be able to predict and able to understand are two important concepts when it comes to overcoming uncertainty. It’s always critical to determine the possible outcome of events and prepare for them. Once you are able to make rational assumptions, you will not be as anxious about future. 

When it comes to being successful in your career, taking risks is an instinct everyone should have, seeing as human beings are naturally curious. Taking risks is driven by the desire to understand. Nobody likes an unresolved situation, thus if you don’t fix the problem you will never be satisfied. How will you know how to resolve the situation? Well, that’s where predicting and understanding the situation comes to mind.

            It’s always an individual’s first instinct to control a problem when it arises, or even before it does. Since people attempt to predict the future when they are uncertain, it gives them a sense of control so they feel more powerful in their position. Uncertainty is our reaction to external factors, so when that factor can be controlled the feeling of uncertainty disappears. In the time of doubt, if you don’t have sufficient information, it is always a smart idea to rely on your gut feeling. Trusting your subconscious can be very helpful considering your intuition about a person or situation is usually correct. 

Even when given no insight on a situation, successful people never let uncertainty stand in their way because they use their first instinct. Stressing about uncertainty is just a waste of time and energy, which is why it’s always important to use your instincts so nothing can hold you back in your career and everyday life.

For more information please contact Connor Caitlin Talent Solutions at www.connorcaitlin.com

Well...I just didn't like her.

Normally I like to touch on interviewing from a candidates perspective, but today I’m going to take a look at it from the other side of the table. Interviewers can be the first closed door that a great candidate may face, and in all reality, that closed door may be the result of a bias on the interviewers’ part.

We've always been told that your first impression means everything.  In this case, it’s very true. If you are an interviewer, or just someone meeting another for the first time, keep these things in mind.

Bring your bias to a conscious level.  This is the first step in neutralizing bias; recognition.  Even if you have an instant reaction, try to do the opposite of what you first feel, such as leading with a positive question if you have a negative feeling about a candidate. 

Measure your first impression at the end of a meeting.  Objectively use what you've learned within the interview to determine if the candidate would be a right fit.

Make sure to listen to all the evidence before making a conclusion. Then, use evidence, not emotions, to assess.  “I feel” and “I think” and “My gut tells me” are all statements using emotions and not hard evidence.  

Use your team to objectively study your candidate.  Have everyone share their evidence to help decrease the emotional bias of the hiring authority.

These few tips will help ensure that you are giving each candidate a complete and fair shot.  And who knows, it may even be helpful on a first date.

If you need help standardizing your hiring practices, or help finding top talent, contact Connor|Caitlin.

Greatness is calling for you.

Five obstacles that stand in the way of a great workplace, and how to overcome them all. 

Every person desires a great workplace, an environment that is conducive to collaboration, teamwork and having fun. The following five issues are prominent in the workplace, but there are solutions to each.  In order for any change to be made, the pursuit of greatness must first become a priority, for both employees and managers.

1.       I don’t have time.

Even though the problem may seem complicated, as in we cannot have 25 hours in a day, the solution to lack of time can be quite simple. Leverage the systems you already have in place for change.  One approach could be eating lunch with one team member a day, or even the whole team, in order to get to know each other as people, not just a coworker. Another easy way is leaving ten minutes of every staff meeting to have an open discussion.  Let every person have their say.

2.       My workplace is different. “I’m all for it, but this would never work in my industry”

Many issues are not as unique to the industry as we might think.  Striving to maintain excellence in night shift employees is as universal as anything. It doesn't matter if you are in a manufacturing facility or at a suit-and-tie desk job, a great workplace is desired by all.

3.       It’s not the right time.

Change is never totally enjoyable, and presents its challenges.  However, a disruptive event can be the perfect catalyst for another important factor; trust.  Engaging employees in trust-building practices during the large change can create a sense of community, maintain sense and purpose, as well as promote safety and support throughout the process.  Research shows that when leaders take time to build trusting relationships with employees, it enables those employees to embrace changes faster.

4.       My employees are the problem.

Understanding a pattern of behavior, whether good or bad, is crucial to fostering a great workplace.  There are many factors that encourage employee behavior, from family and life situations to job roles and responsibilities.  When an employee does something once, it a fluke, twice is a coincidence and three times is a pattern.   Understand behaviors before setting goals is crucial.

5.       My boss isn't on board.

Even though you have the vision of a great workplace, unfortunately lack of leadership buy-in to the plan can be a formidable obstacle.  If you have the desire, you can have the ability to build trust-based relationships with employees. Reaching out can build trust, pride and camaraderie.  Stay focused on things that you can influence, and in time, your sphere of influence will increase and open doors that were once closed.