How To Maintain Morale During Mergers

Mergers are like marriages of convenience. Necessary but not necessarily desired. Are you helping people grieve their losses? Mergers and acquisitions are typically treated as financial deals. Legal, accounting, and operations teams take the lead. Spreadsheets are reviewed. Synergies are projected. But where is the space for grief? As an Organizational Ombuds, I’ve seen this play out time and time again: people aren’t just adjusting to a new org chart—they’re mourning the loss of the company they knew. Their familiar language, inside jokes, unspoken rules, even who gets the last word in meetings—all of that changes overnight. Each organization is like a sovereign nation with its own customs. A merger isn’t just a deal—it’s a cultural collision. If integration teams aren’t equipped to address that, resistance builds, trust erodes, and your top talent quietly disengages. What if we did it differently? 🔍 What if M&A teams included an Ombuds from day one? Unlike consultants focused on systems or advisors focused on valuation, Ombuds serve as confidential thought partners—listening to fears, spotting friction early, and helping leaders communicate in ways that feel human, not corporate. 🧠 We help people process change before it becomes conflict. 🗣 We teach leaders how to listen, not just announce. 🤝 And we translate between cultures—so that both legacy teams feel respected and heard. Because behind every stalled integration or culture clash is a simple truth: no one was tasked with helping people feel safe enough to adapt. So, I’ll ask: ➡️ Who on your integration team is responsible for emotional fluency? ➡️ How are you equipping leaders to communicate with empathy? ➡️ Who’s listening when people feel lost, angry, or overlooked? The numbers matter—but the human experience is what determines whether your integration thrives or fractures. Let’s not treat grief like a risk to be managed. Let’s treat it like a truth to be honored.

Over the last few months, I've been having a lot of conversations with HR leaders who are going through Mergers & Acquisitions and wanted to share some thoughts around what we see working. 1. Transparent Communication Keep employees informed about the changes to their benefits and total rewards package. Regular updates can help reduce uncertainty and build trust. 2. Personalized Support Offer sessions and resources to address individual employee concerns. This personalized approach ensures that each employee feels heard and valued. 3. Consistent Messaging Ensure that the information provided is consistent across all platforms and from all levels of the organization. This helps prevent misinformation and confusion. By following these best practices, HR teams can better support their employees through the complexities of mergers and acquisitions, making them feel better about the transition. If this is something you are going through as an HR leader or about to go through, send me a direct message and I'm happy to share some thoughts.

Change and Transitions Require Greater Attention to Employee Wellbeing "The only thing constant is change." ― Heraclitus Change is inevitable—layoffs, reorganizations, new leadership, mergers. Even when the intended design is to improve an organization, transitions take a toll on employees. It's has a negative impact on morale, engagement, and wellbeing. 📉 How leaders communicate and support employees during these times makes all the difference. There are a few things to keep in mind when communicating change to employees and the impact on their personal wellbeing. 1️⃣ Preparation Matters A well-planned transition starts with clear objectives and anticipating employee concerns before changes are announced. Leaders must proactively address potential stressors to ensure smoother adaptation. This is highly individual, so 1:1 conversation are crucial. 2️⃣ Clarity & Empathy Through Communication Employees need to understand: ✔️ What is changing, and maybe more importantly, why? ✔️ How will it impact them specifically? ✔️ What support, or accommodations, are available? "Effective communication happens 7 times and in 7 different ways...." says Christy Smith, SVP of People & Growth Strategy at Navigate. Without transparency, employees will fill in the blanks with their own narratives—often leading to uncertainty and disengagement. 3️⃣ Consistency & Reassurance Leaders should ensure consistent messaging across all levels of management and highlight positive outcomes, such as career growth opportunities, new tools, or long-term benefits. It might feel redundant, but frequent communication is important because everyone processes information differently and at different rates. 4️⃣ Provide, and Communicate Available Resources Uncertainty can affect employee mental health. Companies that provide mental health coaching, stress management tools, and access to community support help employees navigate change with resilience. At Navigate, we integrate: ✔️ Mental health coaching for personalized support ✔️ Findhelp.org for access to community-based resources as needed ✔️ On-demand learning for stress management & emotional resilience Organizations that handle change with strategic preparation, transparent communication, and genuine support don’t just maintain engagement—they strengthen trust, morale, and long-term wellbeing. How does your organization support employees during times of transition? Read the full article here: https://lnkd.in/etK3ft7d ⬇️ #Leadership #ChangeManagement #WorkplaceWellbeing #HR #EmployeeExperience #Communication

A common theme echoed by the HR professionals I connected with during the #SHRM25 conference was this: Change and uncertainty are taking a toll. Whether it’s layoffs, digital transformation, or navigating a merger or acquisition, many HR leaders shared how these shifts are draining morale, motivation, and engagement across their organizations. If change and uncertainty are your reality right now, here are three things I recommend you do: ✅ Communicate early and often. Silence breeds anxiety. Even if you don’t have all the answers, be transparent about what you know, what you’re still working through, and when people can expect updates. Consistent communication builds trust and calms uncertainty. ✅ Acknowledge the emotional impact. Don’t gloss over how difficult change can feel. Create space for employees to process, ask questions, and share concerns. A simple check-in or an open forum can go a long way toward reducing isolation and fear. ✅ Reinforce purpose and connection. People must be reminded why their work matters when everything feels in flux. Reconnect teams to shared goals, values, and the bigger picture. A sense of purpose is an antidote to disengagement. Change is inevitable. However, how you lead through it determines whether your culture fractures or emerges stronger. What strategies have you found most effective in supporting employees through uncertain times? Share your thoughts below. —— 💡Follow me for more insights on leadership and culture ♻️ Share this post with your network. #Leadership #ChangeManagement #EmployeeEngagement #WorkplaceCulture