HRSeminar F&O Hilde Janssens Cegeka
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UIt haar ervaring met bijna 20 fusieprojecten leert Hilde dat je veel aandacht moet besteden aan 'sterke verbindingen'. Ze vertelt ons ook waarom ze adviseert om 50% van je tijd en middelen te investeren in de voorbereidende fase, 25% in het integratietraject en 25% in de reflectiefase.
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HRSeminar F&O Hilde Janssens Cegeka
- 1. Acquisitions and mergers from an HR perspective January28th,2016 HILDE JANSSENS,HR-DIRECTOR CEGEKA
- 3. Building Bridges: strong connections are key #ConnectedOrganisation
- 4. 10 things I learned from 10 years of mergers and acquisitions
- 5. BE PREPARED Assign 50 % of the total project time to preparation.
- 6. GET TO THE CORE Be sure HR is in the loop from day 1
- 7. GET TO KNOW EACH OTHER Invest time and effort
- 9. PUT YOUR A-TEAM IN THE STEERING COMMITTE
- 10. REPEAT, REPEAT, REPEAT YOUR STORY
- 11. NEVER TURN OFF THE DIALOGUE
- 14. WORK HARD TO GET IT DONE
Editor's Notes
- Strong connections are the key to make any merger or acquisition work. Always emphasize our strengts and work through your threats and weaknesses.
- The remaining 50% should be divided equally between the integration phase and the reflection phase
- Understand what’s going on in the organisation you want to merge. Get to know the history, why employees like to work there. Getting the feel of an organisation is very valuable and gives you the means to realise the neccessary connections and bridges between the existing and the new organisation
- Pick your battles, choose priorities and build them constructively. An acquistion is never a perfect story, but always a great story to write.
- Bring your A-team together to process and manage the merge
- Never stop telling the story of the merge, and which benefits come along. Building bridges can only happen with clear communication lines. Continue to tell it, and emphasize what stays the same, only a manager gets adrenaline from changes ;-)
- Keep on talking, you don’t need bells and whistles
- Think outside the box. Every merge is an opportunity to innovate your HR-story. History of Grontmij and 3 kinds of benefits that are merged – golden moment to launch Flex Income Plan. At Cegeka, merge with Edan is opportunity to … (FIP? Extra bonus die we omzetten in maaltijdcheques?)
- A merge is never a problem, only an opportunity. Opportunity for HR, but for the entire organisation, to chance the way-of-working, faster implement best-practices or leave some old tactics for once and for all behind.
- Realizing a merge is hard work and difficult. You can’t do it on-the-side. You need to dedicate time and effort. Even when you’re already planning a following merge. You have to give yourself for full 100 per cent.