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Hi everyone,
We just want to thank everyone for your valuable feedback and questions as we’ve worked through the transition stages of our [MERGER/ACQUISITION]. Your patience and cooperation during an uncertain time have helped us ease the transition and we’re looking forward to orientation day!
Please welcome our new team members!
For those of you joining our team from [COMPANY], please have your onboarding paperwork signed and returned to HR by [DATE]. This will ensure we get right to the fun stuff on Day 1.
We want to invite everyone on [DATE OF ORIENTATION] to join us in the conference room at [TIME]. We will have a brief Town Hall meeting to introduce our leadership team and answer questions. We’ll also use this time to introduce onboarding buddies and share some important information about the onboarding process, and a few exciting activities we have planned.
Immediately following the Town Hall meeting, we will be serving brunch in the breakroom. There will be plenty of options available for those with intolerances, allergies, and dietary restrictions, but please reach out to HR if you have any concerns or special requests.
We’re looking forward to integrating our amazing teams and building meaningful connections that can only drive this company and most importantly, all of you, onward and upward!
Thank you for your commitment to our values and your contributions to our culture and success. We appreciate you.
People Team
Hey everyone!
We just want to thank everyone for your valuable feedback and questions as we’ve worked through the transition stages of our [MERGER/ACQUISITION]. Your patience and cooperation during an uncertain time have helped us ease the transition and we’re looking forward to orientation day!
Please welcome our new team members!
For those of you joining our team from [COMPANY], please have your onboarding paperwork signed and returned to HR by [DATE]. This will ensure we get right to the fun stuff on Day 1.
We want to invite everyone on [DATE OF ORIENTATION] to join us in the conference room at [TIME]. We will have a brief Town Hall meeting to introduce our leadership team and answer questions. We’ll also use this time to introduce onboarding buddies and share some important information about the onboarding process, and a few exciting activities we have planned.
Immediately following the Town Hall meeting, we will be serving brunch in the breakroom. There will be plenty of options available for those with intolerances, allergies, and dietary restrictions, but please reach out to HR if you have any concerns or special requests.
We’re looking forward to integrating our amazing teams and building meaningful connections that can only drive this company and most importantly, all of you, onward and upward!
Thank you for your commitment to our values and your contributions to our culture and success. We appreciate you.
People Team
Hi all,
We just want to thank everyone for your valuable feedback and questions as we’ve worked through the transition stages of our [MERGER/ACQUISITION]. We’re looking forward to orientation day!
Please welcome our new team members!
For those of you joining our team from [COMPANY], please have your onboarding paperwork signed and returned to HR by [DATE]. This will ensure we get right to the fun stuff on Day 1.
We want to invite everyone on [DATE OF ORIENTATION] to join us in the conference room at [TIME]. Immediately following the Town Hall meeting, we will be serving brunch in the breakroom.
Thank you for your commitment to our values and your contributions to our culture and success. We appreciate you.
People Team
How to re-onboard employees after Mergers and Acquisitions
In normal onboarding, new hires are completely new to the company. They have to familiarize themselves with every aspect of their role and the company. In re-onboarding, some employees are already familiar with many aspects of their job, but they need to adapt to new organizational structures, policies, and sometimes even new roles. Therefore, onboarding will have to be personalized for all employees.
The goal of re-onboarding is not only to bring everyone up to speed on logistical changes but also to foster a sense of belonging and commitment to the new entity that emerges from the merger or acquisition.
- Communication: Reiterate the reason behind the merger or acquisition, the new vision of the company, and how each employee fits into this picture. Explain any changes to roles, responsibilities, and reporting structures.
- Culture Integration: Integrate the cultures of the merging companies in a way that respects and acknowledges the strengths of both. This could include aligning values, norms, and behaviors.
- New Policies and Procedures: Clearly communicate any changes to company policies, procedures, and practices. This could include new HR policies, operational procedures, IT systems, etc.
- Training and Development: Conduct training sessions to help employees understand and adapt to new systems, software, or procedures. Additional professional development may also be needed for those taking on new roles or responsibilities.
- Team Building: Facilitate team-building activities to encourage connections among old and new employees. This can help build rapport, trust, and a sense of unity in the new organization.
- Feedback Mechanism: Establish a feedback mechanism where employees can share their concerns, questions, or suggestions about the new structure and processes. This open line of communication will allow the company to address any issues promptly and efficiently.
Quick Tip: Pre-filling the documents with the standard personal information can make it less burdensome for acquired employees to complete. Employees need to be quickly introduced to the company’s benefits, not mired in mounds of paper.
Inspiration from other companies
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