With a company merger, it is rarely an equal merger, usually more of an acquisition. Ensure that there is communication about what the next 3-6 months looks like and a clear timeline regarding how things will work and what will be happening. Also, make sure that everyone is included. In my experience, since I had to be 13 timezones away, I was often excluded from the communications and townhalls and they were not recorded to get caught back up - after asking repeatedly. I felt excluded since I sacrificed for the company by being in China during the pandemic and not being able to leave. Once I did leave the country, I left the company. Everyone deserves the opportunity to be seen & heard during mergers otherwise you have attrition.

Foster open dialogue where everyone feels heard. Celebrate the unique strengths of each team, encourage collaboration, and create a safe space for ideas. Inclusivity thrives when respect is mutual 🌱.

Keep all employees informed about the merger’s goals and implications. Use diverse communication methods (emails, town halls, newsletters) to reach different groups within the organization.

Respect and inclusivity are key. Start by facilitating open emotional conversations—make space for thoughts and feelings. Acknowledge the anxiety and find opportunities to bond. Promote cross-functional teams that mix members from both companies, allowing diverse perspectives to collaborate naturally. Foster a shared culture by co-creating new rituals that represent everyone. Focus on building trust and psychological safety throughout—because merging isn’t just about processes, it’s about people. Respect and connection are the foundation for a successful integration.

To ensure inclusivity during a merger, start by fostering open communication with transparent updates and forums for employee feedback. Acknowledge cultural differences by conducting assessments and highlighting the strengths of both organizations. Involve diverse teams in leadership and decision-making, and set clear inclusivity goals. Provide training on unconscious bias and conflict resolution to support smoother integration. Respect employees' transitions with fair treatment, career support, and mental health resources. Empower Employee Resource Groups to amplify diverse voices and establish a unified identity through shared values and collaborative branding. Continuously gather feedback to refine the process.

Consider where you need to water the flowers and where you need to plant new seeds. Your team can offer the most authentic perspectives on the elements of culture that need to sustain through the merger. And, they can shed light on areas of growth that can be addressed with a clean canvass.