There is a fundamental lack of visibility into how individuals themselves can be part of the M&A process in a meaningful way. The ultimate challenge with M&A centers around the need for transparency and democracy, and a solution must center the employee to be a creator and partner in the process.
A talent marketplace puts employees in the driver’s seat by granting them true visibility into the opportunities created by M&A. These include the ability to network, mentor and be mentored by their new colleagues no matter the physical location. Projects outside of their day to day work to allow teams to learn more about the other business and its process and operations. Career pathing and open internal positions to connect employees to their next opportunity within the new combined organization, not outside of it.
The M&A integration plan therefore becomes informed by employees, not created for them. They create their own opportunities rather than being informed what the strategic plan is and expected to participate without ownership. The ultimate, bottom line business impact is an increase in engagement, a reduction in employee turnover, and greater success for the M&A integration overall. M&A has the power to transform an organization, and the individuals who take part. It is time that more organizations are successful in these efforts for the sake of not only their business objectives, but for the growth and development of their employees as well.
Were it not for my own experiences with M&As, which inhibited my ability to see growth opportunities and a viable future with them, I may very well have stayed with a previous employer. There has to be a better way.
What if, instead of looking at how to merely maintain employee engagement and retention levels, an M&A could actually improve these metrics? What if M&A truly brought more opportunities, not less, to employees and business growth? And what if it was easy to communicate this, with a system that made these opportunities transparent? What if any employee at any level could dictate their own involvement in the integration by simply logging on to see the opportunities for growth right in front of them, whenever they wanted, and could even create their own? With the talent marketplace, employees at all levels of merged, acquired and acquiring companies no longer have to ask the question “What does this mean for me?” with anxiety and angst, but with genuine hope, possibility and excitement instead.