Some get annoyed because they feel like second class citizens, some cannot adapt to the changed corporate culture, some are made redundant, some are reassigned or some receive incentives to leave. Because of the uncertainties employees lose enthusiasm for their work and the organisation. There is a decrease in morale and organisational pride. Organisational effectiveness is less than optimal because countless hours are spent discussing the rumours and adopting a wait and see attitude. To prevent this, a vision for the new organisation must be created and new future targets set.
People can then refocus their energies in a forward direction.
In order to accomplish this companies should develop a plan for merging. A merger team can be formed that works through to establish a new set of shared values and thus a joint definition of the new culture. This process can start with a specific plan to merge the two cultures. Organisational members from each company are asked a series of questions regarding their way of doing business such as leadership styles, communication, teamwork, performance expectations, pace of decision-making, flexibility, customer focus and innovation. This information can then be used to assess the smoothness of cultural integration with the prospective partner, and identify areas for re-evaluation.