Deliverables
- A Plan for Managing External Communications / Press Releases Related to the Merger
- A Plan for Managing Internal Communications / Events Related to the Merger
- Communications to Ensure an Issue Free Day 1
- Communications for Managing the Successful Onboarding Orientation and Cultural Assimilation of Employees from Acquired Company
A plan for managing external communications/press releases related to the merger
- Identify external stakeholders. Media, analysts, investors, members, vendors/suppliers, customers, strategic partners, etc.
- Develop post-close messaging guidance. For all stakeholder groups
- Identify events requiring external communications. Announcement, S4 filing, shareholder vote, DOJ approval, close, management team announcements, job loss announcements, etc.
- Develop first drafts of documents.Circulate for input/review
- Develop final drafts of documents.Get appropriate approvals
- Distribute through appropriate external channels
A plan for managing internal communications/events related to the merger
- Identify internal stakeholders. Employees, retirees, international offices)
- Identify events requiring internal communications/events. Staffing process, Pre-close Officer Meetings, training in preparation of Day 1, Day 1 events, first reduction in force, employee orientation, etc.
- Develop first drafts of documents Circulate for input/review
- Develop final drafts of documents. Get appropriate approvals
- Distribute/conduct as appropriate.
Communications to ensure an issue-free Day 1
- Develop Day 1 Communications Map. To identify tone and stakeholder messages for Day 1.
- Work with the Day 1 Team. Who will identify what’s changing and what’s not on Day 1 to ensure that all stakeholders understand changes
- Develop Day 1 Playbook. For employees and distribute
- Manage external stakeholders. To minimize the concern regarding job loss or member issues/concerns
Communications for managing the successful onboarding, orientation, and cultural assimilation of employees from acquired company.
- Day 1 Employee Communication. Work with the OD/HR Team to ensure that employees receive adequate communication on Day 1 to understand what function they work in, who their boss is, what their title and compensation is, and what they need to do differently as a result of the deal having closed
- Orientation Support. Work with the OD/HR Team to develop appropriate communications to support employee orientation sessions
- Cultural Assimilation Plan. Develop a plan and communications to help employees quickly assimilate into the Acquirer culture and understand how to be successful in the combined organization
- Formal Re-orientation Development.Develop formal re-orientation - separate from new employee orientation - to educate employees on Acquirer brand, growth strategy, etc.
- Re-orientation Events Delivery. Deliver formal re-orientation events (not day one, but post-close and post-job eliminations)