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Posted: Sun Jan 12, 2025 7:54 am
A specific scenario should be chosen based on the current situation. It is recommended to eliminate cultural contradictions in the shortest possible time due to the long duration of the complete transition to a new culture.
Here are some useful tips to help you implement cultural changes correctly when managing company integration:
include cultural integration in the sri lanka telegram data reform management process;
to focus attention on cultural values, periodically discuss the state of culture at meetings of governing bodies;
ensure that the team can clearly and unambiguously imagine future cultural changes based on real examples (that is, not just emphasize the importance of a common culture, but consider possible options for how sales training can be conducted in a new company after the merger of product lines, etc.);
the advantages of individual cultures should be chosen taking into account their compatibility. Often, when two companies merge, the general management seeks to inherit the basic cultural characteristics inherent in each of them. At the same time, the advantages of different cultures cannot always be combined, for example, if a company with experience buys a rapidly growing young enterprise. Then the integration should be carried out more carefully, showing a certain flexibility so that the integrated business remains promising;
it is necessary to eliminate cultural barriers to decision-making. Many companies have a clearly defined style of decision-making, therefore, if there are fundamental differences between the cultures of the merging companies, the likelihood of erroneous decisions being made by a single management team that fails to reach a common opinion and develop a clear plan of action increases, which, in turn, worsens relationships with clients and the team, and contributes to a cultural gap;
If cultural integration is aimed, in particular, at retaining employees of the newly formed company, it is important to strive to ensure their loyalty (the parent company can take measures to attract employees of the enterprises merged with it, instill its values, ensure career growth, and provide material incentives. In the case of merging businesses of similar scale, it is necessary to start from common values, and not to make employees feel like they are moving to another employer, towards whom they may feel hostility).
How to achieve multiple
Here are some useful tips to help you implement cultural changes correctly when managing company integration:
include cultural integration in the sri lanka telegram data reform management process;
to focus attention on cultural values, periodically discuss the state of culture at meetings of governing bodies;
ensure that the team can clearly and unambiguously imagine future cultural changes based on real examples (that is, not just emphasize the importance of a common culture, but consider possible options for how sales training can be conducted in a new company after the merger of product lines, etc.);
the advantages of individual cultures should be chosen taking into account their compatibility. Often, when two companies merge, the general management seeks to inherit the basic cultural characteristics inherent in each of them. At the same time, the advantages of different cultures cannot always be combined, for example, if a company with experience buys a rapidly growing young enterprise. Then the integration should be carried out more carefully, showing a certain flexibility so that the integrated business remains promising;
it is necessary to eliminate cultural barriers to decision-making. Many companies have a clearly defined style of decision-making, therefore, if there are fundamental differences between the cultures of the merging companies, the likelihood of erroneous decisions being made by a single management team that fails to reach a common opinion and develop a clear plan of action increases, which, in turn, worsens relationships with clients and the team, and contributes to a cultural gap;
If cultural integration is aimed, in particular, at retaining employees of the newly formed company, it is important to strive to ensure their loyalty (the parent company can take measures to attract employees of the enterprises merged with it, instill its values, ensure career growth, and provide material incentives. In the case of merging businesses of similar scale, it is necessary to start from common values, and not to make employees feel like they are moving to another employer, towards whom they may feel hostility).
How to achieve multiple