As the global business environment continues to change and evolve, it is common for companies to be involved in mergers and acquisitions (M&A) as a means to further expand their organizations. There are many complex elements involved in an M&A, and managing the movement of your key talent is one critical piece.

Mergers & Acquisitions

Why Can Mergers and Acquisitions Be Such a Challenge?

While no M&A situation is exactly the same, relocation is one area that most organizations have very little experience in navigating. Proactive planning of a merger and acquisition process can anticipate some, but not all, of the mobility decisions that need to be made. Areas that can add complexity include

  • Size of the merger
  • Differing corporate cultures
  • Geographies
  • Budget
  • Benefit levels

Relocation’s Place in a Merger

The task of implementing a new relocation policy may involve many obstacles. Relocation professionals play a pivotal role in managing the mobility aspects of an effective transition. Aspects of successful relocation program implementation may include:

There many things that go into the success of an M&A, but following are just a few pre- and post-announcement critical items:

Before Announcement of the M&A

  • Identify key contacts and project owners.
  • Schedule time within your organization to outline things like expatriate demographics, vendor roles and global mobility policy components.
  • Review timing and key activities.

After Announcement of the M&A

  • Analyse the previous and new employer’s relocation packages side by side.
  • Schedule time to review relocation benefits with employees and allow them to ask questions.
  • Develop a training guide to quickly educate relocation team on new policy and procedures.