The WFC Group Blog

Considerations for Workforce Management During an Acquisition or Merger

Posted by Neil Shah on Aug 29, 2017 10:30:00 AM

Mergers &

It seems like every week the news is buzzing with talks of a possible new merger — from healthcare systems to tech companies and more. Take the food industry for example, which has seen nearly a 7% increase in M&A activity in the first 2 quarters of this year alone. For these endeavors to succeed, the real challenge is not in reaching agreement or gaining the proper approvals. The true test begins the moment a merger or acquisition is confirmed, as both entities begin integrating key assets and infrastructure, like workforce management systems.

Prepare Employees for Change

Transparency and setting expectations around oncoming changes can greatly help in periods of transition. For some employees, impact may be minimal, but communication around the potential for change should have all parties ready to adapt. There's always a chance operation learnings between both the acquirer and acquiree could inspire new, organization-wide infrastructure adjustments. It's unfair to assume the company entering the fold simply draws the short straw in adopting workforce systems handed down to them.

Dedicate Integration Oversight

The pressure for tight timelines is a common theme in M&A transitions. The more attention that can be devoted to seeing the transition through, the better. Bridging HR, IT and other departments must be a cooperative effort, but devoting internal resources to be that bridge isn't the only option. With enterprise clients, bringing in outside project management with a professional eye for system assessment, integration and configuration is a common solution to navigating timelines. At The WFC Group, we're more than implementation specialists — we're skilled project managers, ready to audit available workforce systems, guide internal teams and aid companies in reaching a fully merged and moving forward together status.

Keep Up the Support

Everyone's adjustment period is a little different. It's fair to expect that bringing people on board to unfamiliar workforce solutions — like timekeeping, task management and more — may require more than one mandatory training session. Finding something within workforce solutions for everyone to get excited about can help boost interest in adoption and proficiency. Again, setting expectations for change early can really help in smoother adaptation on the team and individual levels. Support is a cycle that gives back when change is asked for or required.

Amazing things can happen when two forces combine. We're interested in hearing what your experiences and observations are about mergers and acquisitions, especially when it comes to the nitty-gritty of workforce solutions. Have need for management or oversight in integrating workforce systems? Let's chat.

Topics: Workforce Management