• Jacque Vilet

    Another thing.  Decide whether or not you are going to layoff people before deal signing/announcement.   If you are going to do layoffs —- do it quickly and move on.   Waiting for the other shoe to drop is excruiating for employees, creates negative feelingss towards the acquiring company, leaves questions about job security and interrupts business.   Just announce it, do it and get on with business.

    One company I worked for:  all employees got an email announcememt to attend a conference call in various conference rooms throughout the country at a specific time.   All together —- not 4-5 group calls strung out over the day.   On conference call CEO announced there would be layoffs that day.   Go back to your desk — your manager has a letter waiting for you.   If you are being let go your boss will wait til you pack/boxes ready and you will be escorted to the door.  If your manager hands you a letter that says you are staying you are safe.    Another email asking employees to another conference call at designated time —- again everyone at once.   CEO said “it’s all over — no more layoffs —-let’s get back to work”.   Most impressive method I have seen.   Announced, done and over with —- all in one afternoon.

  • Kieran Mc

    Well done Shari, I hope this is just the first in a long line of common sense articles on M&A from you.
    I have just been involved with an Acq where the execs took great care of the deal but paid no attention to the business while it was all going on. While the ink was drying and the deal makers were patting themselves on the back for a job well done the exceptional people were already heading to the door. Protect your assets even before their yours. Be clear on what your buying. Make sure you get what your paying for.