How do you manage emotions during a merger?

1 Understand the emotional stages

M&A can trigger a range of emotional reactions, from excitement and curiosity to fear and anger. These emotions can vary depending on the role, position, and personality of the individuals, as well as the nature and stage of the merger. According to the Kübler-Ross model, people go through five stages of grief when they face a major change: denial, anger, bargaining, depression, and acceptance. By recognizing these stages, you can anticipate and address the emotional needs of your employees, customers, partners, and yourself.

2 Communicate clearly and frequently

One of the main sources of emotional distress during a merger is uncertainty. People may feel anxious about their future, their role, their compensation, their culture, and their relationships. To reduce this uncertainty, you need to communicate clearly and frequently with all the stakeholders, using different channels and formats. You should explain the rationale, the vision, the goals, and the benefits of the merger, as well as the potential challenges and risks. You should also listen to the feedback, concerns, and questions of your audience, and respond with honesty and empathy.

3 Involve and empower your team

Another way to manage emotions during a merger is to involve and empower your team in the process. You can do this by creating cross-functional teams, assigning roles and responsibilities, providing training and support, and soliciting input and ideas. By involving and empowering your team, you can increase their engagement, motivation, and ownership of the merger, as well as their trust and collaboration with the other party. You can also leverage their skills, knowledge, and creativity to solve problems and create value.

4 Acknowledge and celebrate the achievements

M&A can be stressful and demanding, especially when there are deadlines, conflicts, and setbacks. To keep the morale and energy high, you need to acknowledge and celebrate the achievements of your team and the organization. You can do this by setting milestones and metrics, providing feedback and recognition, rewarding and incentivizing performance, and organizing events and activities. By acknowledging and celebrating the achievements, you can reinforce the positive outcomes of the merger, as well as the contributions and values of your team.

5 Support and care for yourself and others

Finally, you need to support and care for yourself and others during a merger. You can do this by providing and accessing resources, such as coaching, counseling, mentoring, and wellness programs. You can also do this by maintaining and promoting a healthy work-life balance, such as setting boundaries, managing your time, taking breaks, and practicing self-care. By supporting and caring for yourself and others, you can cope with the emotional challenges of the merger, as well as enhance your well-being and performance.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?