Our dress code is casual. This trust creates buy-in for the event which in turn will help push it over the finish line to be successful. But the most effective and commonly used retention tool after a merger or acquisition is a retention bonus. They will come to you with any problems and be calmer once they arrive. Today Universal and Harrington Uptown have reached an agreement to merge and restructure their organizations so both can devote time, resources, and expertise to what they know best in the _____ industry. UK:+44 203 936 2220 This new hire letter is perfect for fast-paced companies that want to showcase their environment and motto right away. Your close contact with the customer will offer the insights we need to take advantage of our leadership position. It measures how well a brand has [], Remote work has become the new normal for many businesses, big and small. Third, a first-week agenda should be included in your welcome communication to new hires, including a schedule of employee orientation sessions and team projects that gives new workers a sense of direction and prepares them for their first week on the job. Consider the company overview to be an introduction to your firm. Remember, yournew employeesfirst weekis overstuffed withnew hireorientationinformation. City, State Zip. To my knowledge this letter would be an addendum to appointment. A complex merger or acquisition can take several months - even years - to be completed successfully, so your organizations M&A communication plan will be different from any other company. All Ingram Micro Global Associates: We look forward to welcoming you in-person on your first day at the office, so here are a few things to keep in mind: Of course, if you have any questions were all here for you! Lets take a look at our next sample letter. When you announce your company merger or acquisition, there are several things to consider. Once again, were all delighted to have you here. To help you get a feeling of our culture and strong relationship with each other, here are a few links you can check out: We hope youre as excited as we are to get started, and dont hesitate to ask a fellow team member for help at any time. Having a welcome letter is a great way to start an open dialogue of honesty and transparency with new employees, as well as to create an inviting culture that will hopefully assist with retention issues. Were excited to have you join our awesome team. Finally, we pledge those leaving the company every reasonable assistance in finding suitable employment. Roseville, CA 95661 . If the deal is finalized, provide the date at which is was finalized. So, as stated above, not all communications plans will be the same. I have been learning about LinkedIn [] Team, I'm excited to share that today Microsoft announced a deal to acquire LinkedIn. By clicking Accept All Cookies, you agree to the storing of cookies on your device to enhance site navigation, analyze site usage, and assist in our marketing efforts. Introduce the new CEO and leadership team. We anticipate no changes in coverage or costs as a result of this agreement. Whether theyre scheduling []. Lets hit the ground running! Internal vs external communication is very different! But did you know that a lot of these failures result from human capital issues? US Shipping from Pittsburg, PACanada Shipping from Toronto, ON. US orders ship from Pittsburgh, PA. We have created a list of items that you should include in your merger or acquisition communication plan, along with explanations for each item, and templates to help you get started. As you can imagine, this decision to establish a restructuring reserve has been given thorough and deliberate consideration by the companys management. I've been with this company for seven years . We have a fine companya company with people who have the highest values and interest for their colleagues. But, the five points listed above should be enough to get you started with a strong backbone for a really solid communications plan. Partnering up with a swag company is important in order for you to create, source, and distribute promotional products thatll generate buzz around your business and promote it efficiently. Im sure the question in most minds is that of layoffs. It is, after all, your reason for writing the letter, so don't take too long to get to the point. Having a welcome letter is a great way to start an open dialogue of honesty and transparency with new employees, as well as to create an inviting culture that will hopefully assist with retention issues. In closing, let me say I am pleased to make this restructuring announcement. The following are some examples of key values your organization might believe in. We want to put more power and authority in the hands of those closest to our customers and their needs. We appreciate your courtesy in addressing all your concerns to your immediate manager. For your internal employees, the information should be very similar to that of the initial announcement, but with more information about the actual closing. There is no set timeline and your organization may need to send out an HR update multiple times as decisions are made about your people strategy. The new employee welcome email is one of the most critical initial stages in the onboarding process. Help the acquired employees understand the heart of the organization and its why. Welcome aboard our team! Monthly our Human Capital Mergers, Acquisitions, and Restructuring (M&A/R) team connects with HR professionals focused on M&A/R work (aka Human Capital DealMakers) across every industry. Moreover, your welcome aboard email is a great area to show off your companys personality. Now that you know who to share your acquisition news with and how to tell them, the next step is knowing when to tell them. We are excited that you have accepted our job offer and agreed upon your start date. We are pleased to say we now have a goal, and we have a plan. I'd like to welcome you to (Name of Company). We've set up meetings with the employees you need to meet. Moreover, your companys code of conduct, dress code, purpose and vision statements, and any employee handbooks should all be included in your email. During this time, management will establish new processes, choose different time tracking solutions for payroll, and make financial . All of us have an exciting future around the corner. And if you like what you hear, we should talk. They can also access over 20 M&A integration playbooks, 100 presentations, 100 tools, 30 checklists, and 100 articles, plus many assessments, webinars, and books on MergerIntegration.com. Dear Dan: On behalf of Metromile, Inc. (the "Company"), I am pleased to offer you continued employment at the Company on the terms set forth in this offer letter agreement (the "Agreement").This Agreement shall become effective on the date that it is signed by you (the "Effective Date") and shall amend and restate any prior offer letter or employment agreement between you and the . If it is not yet finalized, provide as much information as possible about the upcoming date that you legally can. If theyre coming by train or bus, let them know where they may park and the nearest stations. The initial announcement will be responsible for letting your investors and employees know that you are currently working on closing, or have closed, a merger or acquisition. Champion our passion. Theres a lot to learn in these first weeks, but I wanted to take a minute to start with the heart of the matter our company core values. Susan Heathfield is an HR and management consultant with an MS degree. Social login not available on Microsoft Edge browser at this time. 2. Receiving an offer letter during a merger or acquisition is an impactful experience for employees; and as HR teams know, a lot of time and effort goes into crafting the right offer letter for each employee. 4. Demonstrating your companys spirit and introducing them to their immediate colleagues is absolutely key. Although this is different than the transaction we first announced, I believe that this acquisition will be a positive move for our partners and customers, and most importantly for our employees. Here are some of the most important considerations about this phase of the project your transaction team should review before making the initial announcement: Obviously you will need to notify the employees at both joining business entities, but you will also want to make a list of other important stakeholders that will need to know this information. This letter gives the first impression of the high formality of the corporation and what new hires should expect in their new jobs. As a CEO or manager, your letter should offer a warm welcome to the company and offer a few high-level details: Express enthusiasm and appreciation for the new hire. Unlimited drop shipments. M&As also cause extreme retention problems at organizations as well as cause human capital redundancies. The many rumors you have heard do have some basis in factwe are pleased to announce that. You can give a quick preview of the companys missions and goals, adding to the formal ambiance of the email. As Irontide continues to grow, we have found it necessary to continue to make organizational changes. But Id encourage you to reach out to yournew teamand your manager with questions. This could be a PDF, or a link to an intranet website page. Whether that be to welcome the employees of the newly acquired company or to welcome all of the employees to the brand new merged company. So if youre ready to make work lives better, schedule a demo today. Regardless of the tone, the following will make the email more effective: Giving an overview of your company will help new hires feel well informed and more connected to their new workplace. Make sure that you provide them with contact information for a human resources representative that can answer these questions. As you becomepart of the team, Im excited about how theyll shape yourprofessional growthand experience, too. So, while focusing on this initial announcement is great, you will also want to have letters prepared for each of your specific stakeholders that will notify them of this change sooner rather than later. The next few weeks will be busy, exciting, and challenging ones. My number is 910-244-3256. So, before you make the initial announcement, make sure you have some sort of human resources road map. hbspt.cta._relativeUrls=true;hbspt.cta.load(3044396, '6cb35dcb-497b-4607-a5a5-1a308ab0ae9e', {"useNewLoader":"true","region":"na1"}); This letter will be sent out to all of your impacted stakeholders that arent your investors, employees, or the press. Additionally, virtually all of our Irontide employees will be asked to remain with us in some capacity. Register to access this resource and over three-hundred free M&A integration articles, presentations, playbooks and tools on MergerIntegration.com. 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