Change Management Plan for M&A Integration

Content

Change Management Plan Overview
Change Management Team Adds Value in Eight Areas
Change Management Plan
Change Management Team Mission
Deliverables
Interdependencies / Coordination Required
Hot Topics / Urgent Issues to Be Solved
A Systems Model of Change
HR Day 1 Plan
Key Decisions List for New Division

Change Management Plan Overview

1. Charter Change Mgmt. Team, determine what’s changing, and develop change plans
2. Design celebrations, surveys, training, communication, and feedback loops
3. Capture lessons learned, document best practices

Area: Change Management

Key deliverables:

• Identify change management team members
• Create team charter and key deliverables
• Launch team
• Formulate key decisions list for New Division

• Analyze what’s changing and what’s not for:

  • Divisions
  • Research
  • Corporate

• Develop HR Plans for:

  • Day 1
  • First 100 Days
  • First Six Months
  • First Year

Area: Employee Engagement

Key deliverables:

• Launch joint intranet site for FAQs and announcements
• Plan/conduct Day 1 Welcome Celebration and gifts
• Schedule site visits by Acquirer Executives shortly after Close
• Conduct Employee Orientation sessions
• Administer 100-Day employee survey to gauge understanding and alignment
• Hold Town Hall Meetings with employees six months post-close
• Administer 1-Year employee survey to gauge success of integration/ new division launch

Area: Lessons Learned

Key deliverables:

• Discuss lessons learned and what can be done differently going forward
• Codify learning for future benefit
• Document and share best practices across businesses to benefit the entire enterprise
• Celebrate team successes

Change Management Team Mission

• Design and deploy mechanisms to help employees understand the required changes and take personal responsibility for successfully implementing them
• Develop a comprehensive change management plan that identifies what is changing and what is not as a result of the merger in each of the business segments
• Prioritize activities in the change management plan by creating HR Plans for Day 1, first 100 days, first six months, and first year post-close
• Develop mechanisms to help employees understand and embrace the cultural attributes that will define business success
• Help people make sense of the changes so that they choose to align, engage, and commit their energy and passion to helping the combined organization achieve its integration goals and meet its full business potential
• Create feedback loops to ensure the organization receives continuous input on what’s working and what’s not throughout the transition period ...