Recently I spoke to a large group of HR people, and the question came up again, "What is the role of HR in culture change?" This is the most common question I get asked by HR people.
We’ve all been part of great teams and not-so-great teams. But have you ever stopped to think at what makes a team great or not? Here’s my take on it.
It’s happened to many of us: we go through a recruitment process, have one or several interviews, ask about the organisation and work conditions, before finally accepting the job. Then we start. But after a few weeks, sometimes days, we realise that it’s got nothing to do with the place that was painted to us during the recruitment process.
Mergers are a unique situation culturally. Consequently, you have to manage culture in a different way during a merger or acquisition.
In the heat of a deal, too many organisations leave culture to chance because they mistakenly think that they can’t (or shouldn’t) make decisions about it until a deal has been completed.