We were about to board a flight and I bumped into someone we knew as we joined the queue for the plane.
The company where he worked, quite a large and successful international business had just been taken over by another large business.
I was curious as to the changes that had occurred since the takeover and the impact this had on the people working there, the culture, the shift in values and direction and the resulting effect on morale.
He was thrilled with the changes – in his view the business was a lot more focused, there was now a strong performance management system in place and as a result this meant recognition, rewards and opportunities for the hard working individuals who were achieving.
He went on to explain that before the changes things tended to be more relaxed and rewards were shared equally across the business with top performers and poor performers all treated the same. Some bad habits has crept in and this was demotivating for many of the employees who had joined the business in the last few years.
The changes were great!
When I took my seat on the plane I ended sitting next to someone from the neighborhood. Up until now our interactions never got past a friendly wave and chit chat about the weather as we walked our respective dogs.
On the hour’s flight the chat eventually came around to where we worked and it turned out that she was working for the same company as the person I met as I boarded.
She had worked there for many many years and from our conversation seemed to be very much part of the fabric of the place.
Curiosity got the better of me so I asked the same question about the changes since the takeover.
This time I heard a totally different story to the one I heard earlier.
The changes were really bad, the place wasn’t the same anymore, the business had got a lot more cut throat with an obsession about cost cutting and performance.
The new regime were forcing changes through, simple perks that many of the teams enjoyed were being withdrawn so their deep reciprocal commitment to the business was being withdrawn in equal measure.
The new owners just cared about money and not about the people, many of whom played a huge part in the success of the business that the new owners wrote a big cheque for. This was her view and she wasn’t a bit happy.
She spoke warmly about different instances down through the years that demonstrated the wonderful comradery that existed in the business and that warm “family” spirit that had everyone going the extra mile when needed.
Now it was all about the “young ones” wet behind the ears, all trying to impress the new bosses, who were running around the place with clipboards who cared about no one but themselves – the place had definitely changed for the worse.
If there was a package, she was gone !!
I would want both of these great people working for me.
Change can be a fantastic opportunity and it can be an awful threat depending on how the evolving culture suits you.
For the new owners it’s important that they take the time to understand the magic that exists within the business (that they clearly valued highly) and embrace this as much as possible as they develop an evolved culture, which will hopefully be the best of both worlds.
For the existing teams it’s important to understand that the new owners are different, that they will bring different attributes to the party and that they need to give them time and the opportunity to evolve together.
Leopards may never change their spots but if people are willing to listen and learn we can evolve together into something ever better.
The value of the new business will only be preserved if they recognise what is good, treasure it and make it even better.
Change is tricky but the results can be fantastic – great communications can play a special part in delivering these fantastic results.
Tags: Cork, Dublin, Fuzion Communications, Greg Canty, ireland
Greg Canty Fuzion Blog 
July 16, 2022 at 5:29 am |
Great post thankss