Deliverables

  1. A Plan for Managing External Communications / Press Releases Related to the Merger
  2. A Plan for Managing Internal Communications / Events Related to the Merger
  3. Communications to Ensure an Issue Free Day 1
  4. 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)

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