Control your attitude.

It’s understandable that a person would be upset or disappointed about certain aspects of the merger. But how long should you let these feelings go on? Two weeks, six months, a year? Are you going to hold a grudge for ten years?

W. Clement Stone, the former president of Combined Insurance and the author of numerous books, said, “There is very little difference in people. But that little difference makes a big difference. The little difference is attitude. The big difference is whether it is positive or negative.”

You can concentrate on what’s going wrong, and become preoccupied with things that are aggravating and upsetting. Or you can be a “change agent” and throw your energies at correcting problems. So get caught up in the new directions of the organization. Seize this chance to learn and grow. Choose—deliberately—to be positive, optimistic, enthusiastic. You will benefit far more than the organization will.

Take some ownership of the changes.

In today’s world, business as usual is business as unusual. That’s the norm, not the exception. 

Consider a central part of your job description to be personal responsibility for managing change. That’s now a core element of every job in the organization. Complaining, however, is not the same as contributing. If you wish to flag a problem, also be pre-pared to suggest workable solutions. Have the guts to report problems to higher management, but don’t just go around griping.
This is your organization that’s changing. If the changes run into problems, you as a paid employee of the organization are supposed to help fix things. That’s the best way to protect your paycheck and your career ...