Behavioral assessments enable companies to identify and retain their best employees. Behavioral assessments also help organizations to understand the dynamics of one another and to resolve issues so that the merger is in sync with their common vision and goals.
The following chart reveals the learning from a Merrill Lynch study in 2003. This study indicates the very low success rate of merger and acquisition. The study also showed that larger deals tended to under perform vis-à-vis the smaller deals, in the context of share price after the merger and acquisition was announced.
Behavioral Assessments Minimizes Potential Conflicts
The failures of mergers and acquisitions as indicated in the above mentioned chart is not a sudden outcome. Organizations, its HR personnel and employees are all suffering due to lack of proper strategy, communication and effective behavioral assessments. The best course of action for generating stability and productivity is to implement a strategy for employee assessment. This could be done through behavioral assessments and values assessments. It would enable the employees and the organization to resolve conflicts relating to the mergers.
Values Assessments Complement Employee Assessment
Values assessments are complementary to employee assessment. A good start for an employee assessment is to begin with a clear definition or summary of the desired behavior and values of the employees. Values assessments can be carried out across the organization. The results can be evaluated to ascertain whether or not the existing behavior and values are in tune with the goals of the merged entity.
A gap in behavior and values relating to the organization’s expectations must be clearly communicated to the employees. Once again, the importance of effective communication is critical to build awareness. It also helps to alleviate any feeling of discontent or perceived unjust treatment among the employees.
Employee perceptions can be molded properly through needs assessments to ease the transition phase. From the employee responses, it is easier to ascertain any misconceptions about the ongoing merger. It also provides opportunity to clear office perceptions and fears of the merger.
Your Ultimate Success (YUS) is at the helm of all strategies and initiatives relating to behavioral assessments and values assessments. YUS also devises straightforward communications strategies to ease the process of employee assessment during mergers and acquisitions.
