Part I
ABC Corporation (ABC) is a privately held Software Development firm with 200 employees, all located in CA. Employee demographics are diverse, representing a broad range of ages, socioeconomic status and cultures. ABC enjoys exceptionally low employee turnover, with many of the current key employees having been with the company since its founding 10 years ago. Employee and Corporate values lean heavily toward loyalty to each other, to the Company and to clients. Internal communications are strong, with an elevated level of trust among employees.
Recently, the owners of ABC have entered into an agreement to sell the organization to Big Box PC (BBPC), a publicly-traded firm with 12,000 employees, some of whom are located internationally. Post-acquisition, ABC Corporation will be merged into BBPC. This merger will (in most cases) yield higher salaries, better benefits, and more potential for training and job growth for ABC employees who are merged into BBPC. However, it is also highly likely to result in some job redundancies. It is not yet determined which positions will be eliminated, if any. Survivors will be offered retention bonuses to remain in place for the first-year post-merger. Because of the sensitive nature of this business deal, no information has yet been provided to the employees at large. To date, communications have been managed on a need to know basis limited to top executives.
You are the VP of Sales & Marketing with ABC. You are not happy with this change because you are afraid of the impact it will have on your team and on your clients. Of particular concern to you is the fact that BBPC is associated with a negative public opinion relative to their customer service model. You know this will be a concern for your team as well. You feel a little bit like the owners of ABC are selling out. Nonetheless, you have been asked by the owners to work with Anne, your HR Director to help support the merger and acquisition (referred to as the M&A). Specifically, you have been asked to help with employee communications company-wide leading up to the merger as well as with the support as ABC employees acclimate to their new roles within BBPC.
- With regards to developing a communications message for the organization: What roles do you, as the representative for leadership, and Anne each hold in the process? What influences from the employee demographics will you consider when developing your message? What is the most important question to answer for any given employee? (1 paragraph, about 5-7 sentences)
Part II
During the M&A, it is determined that three members of the Administration team from ABC need to be laid-off. The Administration team is currently made up of four members in the Accounting department, two in Human Resources, three in Contracts and two in IT.
- In general terms, describe the process ABC will need to follow to determine which positions to lay off. Your response should include: What needs to be considered when making this decision? What documentation will ABC need to create? How would you recommend ABC handle communicating the news and why would you choose that approach? (1 paragraph, about 5-7 sentences)
Part III
After the M&A has been completed, your own department team has doubled in size and is now made up of half former ABC employees and half former BBPC. You now have several employees placed in international locations. Your employees are slowly adjusting to the fact that they have less face time with their customers, but are struggling with a sense of loss of loyalty and personal connections due to the fact that the workforce is so much more distributed now and so many meetings are held via Zoom vs. in person. At the same time, BBPC has strong corporate values around both work-life balance and individual employee professional growth. You have a desire to actively support these values within your own team.
- Drawing on specific, properly citied examples from Bring Your Human To Work, how would you accomplish the goal of promoting these values within your own team? Your response should include specific reference to either examples of other organizations with successful implementation of the strategy you promote, OR an explanation of the Human Action Plan you would apply and WHY you would expect it to be successful. (2-3 paragraphs, about 5-7 sentences each with at least two specific citations from Bring Your Human to Work. I want page numbers, please.)
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