HR Planning: When and What to Communicate to Employees in a Merger and Acquisition

When and what to communicate

Upon announcement, let employees clearly and factually know:

  • The reasons behind the combination
  • Specifics of the agreement
  • What the company and its people will gain or lose
  • How the company will proceed with integration and change
  • General facts about the partners–size, products, history, key executives, and locations
  • How business should be conducted during the transition period
  • Immediate implications for job
  • What to say to customers and clients
  • Changes in policy or procedures

If known, information also can be communicated carefully regarding:

  • Changes in company name and logo
  • Changes in organizational structure and management positions
  • Whether or not there will be any reductions in force, facility closings, divestitures, or outsourcing
  • Changes in product lines and marketing strategy
  • Areas of integration or reorganization
  • Changes in compensation and benefits