Another day, another merger, another acquisition. Whether it is your company, your client’s company or your supplier’s company, it feels like international business is always shifting in some way or another. If you’ve been through a merger or acquisition in your own company, you know first hand how this can affect your business, your employees, and your bottom line. Let’s take a look at these areas in more detail and take a look at how language is a key factor in all of this.
We can start with the basics of what it means to merge or to acquire a business. It is not always transparent to the outside or inside world what is actually happening. A merger is a consolidation of 2 or more companies into a new entity. In mergers, generally a new company name is created as well as a new organizational structure. With an acquisition, there is a lead company that takes over another company and typically retains the same name of that company. Regardless of whether it is a merger or an acquisition, you are taking 2 or more companies, and with them all the cultural considerations, both company culture and the country culture of the enterprise.
What kinds of considerations should be made for mergers and acquisitions that cross international lines? You need to think about how the company culture is defined by the country culture of the companies that are being combined. How is your HR department organized? What has been the official HR language until this point in each of the entities?
There are many levels of employee engagement that need to be considered. We will start with the basics, the content for contracting and HR documents.You may have 2 companies, each with HR in the native language of their home HQ. It’s possible that they have already translated major contracts and documents into English as a common language, especially if they are doing any international recruiting. As you combine the HR function, you will want to take a look at redundancies in contracts and aligning language between the 2. It may make sense to adopt English as a common source language for these documents and then extend out to different languages, or to keep the source content in the native HQ language.
After the basics are taken care of as far as internal communications, you will want to consider what the approach will be for ongoing training and communication. Internal communication includes training and learning as well as memos about the merger/acquisition itself. The clearer you can be with your staff, the more settled they will feel. This includes giving them the details about future plans and changes in their preferred language to avoid misunderstandings.
Once you have determined your internal communication strategy, you can begin to think about your customers as well as your suppliers. Like internal employees, they are going to want clear communication in their language if possible. They will need to know if and how any of their working relationships might change as a result of the merger/acquisition and whether new contracts will be needed. Consider whether, due to your new organizational structure, you are able to service your clients or support your own suppliers more effectively and make sure to include this in your communication plan. Of course, if you are expanding the sales of your products internationally, you will need to localize the product, marketing and training as well. If you need help planning for an international merger or acquisition, contact LingPerfect Translations for a free quote.