A merger is often a challenging experience for the employees who go through it. One of the most stress-inducing factors they may deal with is trying to figure out how the company will run after the merger.
Business owners who are going through a merger can help to put their employees’ minds at ease by establishing the new company culture as quickly as possible. This sets clear expectations for the employees and may help to boost productivity.
1. Get new employee handbooks together
The employee handbook outlines policies and procedures for all employees. It can’t contain anything that could be perceived as discrimination against any protected group of people. There should also be clear consequences stated for infractions of the company rules so that employees know what to expect and those consequences can be applied fairly to all. Because of the merger, it’s always best to highlight policies that are different from what was present before the merger.
2. Define complaint procedures
Establishing complaint procedures for instances of discrimination, harassment or policy violations is also important. Employees should know who they can file complaints with and how to do so. There should also be policies related to how these investigations are handled. This should include wording that clearly forbids retaliation against employees who file complaints or cooperate with investigations.
A considerable amount of revamping the company culture comes from written documents and policies. It behooves business owners to work with a legal professional who can help to ensure company policies and employee handbooks are legally enforceable. They may also be able to help if your company has other legal issues later.