Issue link: http://cp.revolio.com/i/1059224
OWN IT | AD Today 2018 | 91 Lytle agreed, sharing that E.B. Horsman & Son encourages "feedback, functional group e-mails, fundraising, and branch activities in coordination with the rest of our branch network, such as family BBQs, Christmas parties, and our Annual General Meeting." #4: CLEAR COMMUNICATION ON CORE VALUES At E.B. Horsman & Son, communication is a large portion of their integration plan and being clear on expectations and core values is paramount. "We "It's equally important to encourage 'cross fertilization' of employees at all levels of the two organizations. Not only does this promote teamwork and communication, but it also shows a willingness to embrace the new team and provide additional career opportunities, which should be highly motivating." – Ed Crawford, AD Bill Kaiser Senior Consultant High Performing Culture Ed Crawford President, Electrical Divisions & Chief Marketing Officer AD Continued on page 93 company's culture ahead of time. "If the company has the right DNA, we know that the chances of a successful integration multiply. Integrating two companies can be challenging, but checking the 'fit' box from the beginning makes the process much easier," said Lytle. #3: ENCOURAGE CROSS FERTILIZATION For a successful alignment, Crawford recommends being inclusive from day one in the form of welcome receptions, mentoring programs, HR processes, holiday parties, etc. "It's equally important to encourage 'cross fertilization' of employees at all levels of the two organizations," he said. Not only does this promote teamwork and communication, but it also shows a willingness to embrace the new team and provide additional career opportunities, which should be highly motivating." expose the new employees as quickly as possible to customs like our 'thumbs up page' and 'Everyone Builds Horsman' water bottles and we talk about our core values throughout the onboarding process," Lytle said. Cohen concurred, saying that the behaviors expected of associates within the acquired company should be as clear as possible and that the acquiring company should put processes in place to support this. "This could include hosting workshops with employees Renee Lytle CFO E.B. Horsman & Son O w n Yo ur C ul t ur e MERGERS & ACQUISITIONS