Talent Development and mergers: building a successful integration strategy

In my previous article, I’ve talked about some of the major challenges change management teams face after mergers – when two companies join forces to move forward as a single new entity. The goal of mergers is for the resulting companies to use their joint resources more effectively and be more successful. 

It’s essential for the integration part of the merger to be specifically tailored to support the objectives that backed the making of the deal in the first place. People who are in charge of facilitating this process must spare no effort in coordinating the newly combined organization.

After many months of analysis, strategic planning, and negotiations this is the last step and as such, it is prone to be influenced by any errors done in the earlier stages.  While each merger has its unique characteristics, there are some steps that you can proactively take toward the integration of employees from both companies. 

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