Forums
Employee Retention through integration process
Recruiting & Staffing
Employee Retention through integration process
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
We are a pharmaceutical company that has merged with another one. One of the challenge we meet is how to deploy the employee retention during the integration. I think the top priority is to build a ne
0
Cat:Topic ForumsForum:ForumId56
Cat:Topic ForumsForum:ForumId56Discussion:DiscussionId19763
Forums » Topic Forums » Recruiting & Staffing » Employee Retention through integration process
|
Employee Retention through integration process
posted at 7/11/1999 5:14 PM EDT
|
Posts: 1
First: 7/11/1999 Last: 7/11/1999 |
We are a pharmaceutical company that has merged with another one. One of the challenge we meet is how to deploy the employee retention during the integration. I think the top priority is to build a new corporate culture and train our people so that they will get a mutual understanding of the company. Anyone else has some suggestions on the employee retention program? How to keep our human capital? |
|
|
Employee Retention through integration process
posted at 7/13/1999 7:25 PM EDT
|
|
Posts: 9
First: 6/12/1999 Last: 7/14/1999 |
Ann-Marie, was this a true "merger" or the case of a bigger, more financially fit co. buying your firm (or vice-versa)? That makes all the difference in how to approach employees.
At any rate, my opinion is that building a corporate culture is a long process. It doesn't happen overnight. The two companies coming into the merger are like two individuals who marry. They bring the habits of the past and the personalities and practices that have been there for a long time. The best thing that can be done for employees is to speak with them and listen to them. The saying "honesty is the best policy" may be trite but it rings true. Let them know where they stand. Get them involved. Ask them what they need to know. Make the training fun and interesting. I've always maintained that if people know they are appreciated, they will be loyal. The Dilbert crowd (and I am often one of them) laughs at mission statements, but a statement of what senior management wishes to accomplish is a good starting place. Then you can set guiding principles and goals and objectives so that you can slowly and steadily guide the ship into the new corporate culture of which you speak. This is just my opinion. I've never been in your shoes. The closest I've come is in managing and encouraging employees from a firm that we purchased. |
|
|
Employee Retention through integration process
posted at 7/26/1999 7:49 PM EDT
|
|
Posts: 2
First: 7/26/1999 Last: 8/30/1999 |
If it is apparent that the merger will create fewer positions than there are people (and that is usually the case) it is human nature that will drive the employees to consider all possible opportunities. They do not want to get caught without a job. The best way to alleviate this issue is to offer retention bonuses. You identify the key players (the ones with all the institutional knowledge) and offer them additional severence and/or a big check if the stay through a particular date. |
|
|
Employee Retention through integration process
posted at 8/4/1999 8:58 PM EDT
|
|
Posts: 1
First: 8/4/1999 Last: 8/4/1999 |
A few years ago the IT-Group of our company merged with a big german computer firm. We have learned from an american consultant, that it is very helpful to build up networks between the employees of the former two different firms by motivating them (in big workshops) to work together in self organised and self defined (often culture change) projects. I think, that now we have (of course after some problems) not only mutual acceptance and and acceptable retention rate, but also a new (more effective) culture.
But having no knowledge about the retention policy of american companies, I would like to add a question. Is it normall in big firms in the US, that new hires start with programs (during their first years) where they work on secondary activities in self organised networks on self organised projects? |
|
|
Employee Retention through integration process
posted at 8/19/1999 12:14 AM EDT
|
|
Posts: 5
First: 8/19/1999 Last: 8/19/1999 |
Dear Anne-Marie,
Our organization has been working with IBM in the Implementation of a career management and retention system. The objective is to connect 28,000 emplyees to this inovative and leading edge approach. Feel free to contact me at bcrespi@self-management.com Barnard Crespi. |
Forums » Topic Forums » Recruiting & Staffing » Employee Retention through integration process
