The problem with mergers

These days we see a lot of organizations merging with each other to reduce costs or to combine resources. This means mixing the cultures of two separate outfits, which is not easy. It takes special effort by leaders to get everyone to sign on to a revised mission, goals, strategies and working relationships.

I remember when we had a change of leadership at the top of our agency. The new boss brought in his own henchmen who immediately closed the door to decision making on the part of anyone they inherited from the folks already there…the very people who had the wisdom, experience, and commitment needed for success.

Merging cultures is similar. The dominant organization can ignore the wisdom of those from the acquired company. It takes time for veteran employees to feel like they belong to the new management—to share the same values, goals and behaviors.

It becomes doubly hard to become appreciated for your contribution. Here again, as we mentioned earlier, despite your resentment, you can look around for opportunities for interesting tasks with the new bosses.

Since leadership is always changing we just had to wait for the next changing of the guard. While you’re waiting, explore some off-the-job hobbies or arts and crafts that allow you to take your creativity elsewhere.