Did you know that the largest company merger in history took place in the year 2000 between Time Warner and America Online? The deal is said to be worth a staggering $165 billion.
Whereas we may not be faced with such a large merger, companies do merge and acquire all the time. They may have financial benefits to the company, however, it can create awkward situations for managers and team leaders.
How can you successfully manage a newly merged team? How can you maintain the morale and focus of a team during this time of change?
Why not check out our in-depth guide below
1. Seek First to Understand
Mergers and general changes in life affect people differently. Some of us embrace change and consider possible benefits. Others shudder at the unknowns and worse case scenarios. If you prejudge your team members as to how they will react, it could all go wrong from the beginning.
Instead, seek to get to know their focus by arranging informal one-on-one discussions. Encourage them to open up to you about their life and goals. You will not only learn where your team is at emotionally, but you will also earn their trust. For a new manager, this is the best beginning possible.
2. Submerge Yourself in the Business
To be able to determine the course that the business will take, a manager needs to understand all aspects of his role and its potential. There is no replacement for submersion in doing this.
Your goal will be to learn how to direct your team according to a professionally produced company merger or acquisition guide. However, to be able to apply the principles found in such a guide require an understanding of company functions.
When sitting in on meetings, team discussions and calls, take constant notes. Ensure that you communicate that this is for your learning purposes and not micromanagement.
3. Don’t Make Quick Changes
If you are an observant person, you may notice things that need to change from day one. This can put you at a disadvantage, as the desire to make changes too quickly can alienate your team members.
Instead, exercise self-discipline and avoid quick changes. Instead, observe and communicate well, thus laying the basis for future changes. By first discussing the advantages of a certain change, team members will be better prepared and ready to accept even large changes further down the line.
4. Trust and Respect
If a member of the team was previously the team leader, you have added levels of complexity. It is important that you allow them the latitude to work and respect their achievements. Yet also not allowing them to continue as the leadership figure.
Ensuring that you are the source of leadership by presiding in a way that shows respect to the displaced leader is a skill. Yet, by ensuring that conversations are positive regarding both current and past developments will prevent the person from becoming overly insecure.
5. Observe Personnel Strengths
If a leader gets the balance wrong, they may become so enthralled about their business plan that they miss the wood for the trees. They may well be surrounded by talented individuals with excellent potential. But this can be easily missed if personal goals take center stage.
Avoid this by ensuring that you conduct effective personnel evaluations. Engage your team in team goals and work to get the best out of them rather than solely focusing on statistics.
The leadership of a Newly Merged Team and Much More
Managing people can be one of the most rewarding and most testing parts of a modern professional. Whether integrating a new member or managing a newly merged team, communication and clear goals are just the initial basic steps.
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