A great deal of my consulting time is focused on integrating cultures, building strong teams, improving processes and efficiencies and through employee engagement, creating a culture that "fits"  the "new" organization.

When organizations merge, you are merging people and distinct personalities, established, strongly held and valued ways of handling the day to day work.  Employee groups have certain personalities, even the smallest of dynamics have significant impact. So what should you consider?

The infrastructure details including employee handbooks, job descriptions, performance management are all very key to getting your "new" culture established.  Beyond that, leadership styles, organization structure, physical set up of workspace all require employee input to ease a transition. This is effectively accomplished by developing employee workgroups from the different organizations at all levels to determine "best practices" for moving forward.  In order for the different groups to stop focusing on holding on to what they had and know, it is important to address this important human relations dynamic methodically and thoughtfully.

When thinking about merging cultures consider these important phases:

• Assess cultural differences including policies, day to day practices, benefits, paid time off etc. 
• Consider the mission and vision that employees have been accustomed to focusing on.
• Gather employee groups to develop a "new" collective vision and address best practices together.
• Ensure the workgroups represent each level of the positions of "front line", key to understanding the details of the topic at hand.
• Keep communications regular, clear and ongoing so all employees feel a part of the process.
• Develop ongoing methods of keeping in touch with the changing dynamics and check points on how changes implemented are working out.
• Leaders need to respect this process and take the time to "listen" to what is being said when making final decisions.
• Avoid making decisions "top down" without full consultation with employee engagement through workgroups.

In order for an effective, sustainable culture integration it takes time, patience and respect for the knowledge and value of each and every position level in the organization.  Through employee engagement, leaders make solid decisions, gain high levels of respect and retain loyal, strong performing employees.