For many businesses, growth often requires strategic moves, such as mergers and acquisitions. While these can be exciting opportunities, integrating two separate teams into one cohesive unit can tend to be frustrating.

Overseeing the recent merger between my company, UptimeHealth, and our newly acquired company, Dental Whale, was a defining moment filled with excitement and major work for the leadership team and me. fortunately, diligent planningopen communication and focus on long-term goals paid and gave us power.

Related: 7 Strategies to Conquer Mergers and Acquisitions

Integration of separate teams

The merger of the companies was a big milestone for us. We were eager to leverage the combined capabilities of both organizations to introduce more products and services to our customers and prospects that were sure to increase revenue and cement us as a major force to be reckoned with. market.

From the beginning, it was clear to me that the team members coming from the acquired company were used to a less structured environment. I also felt that they were concerned about feelings unheard and underestimated within the new company as they were newcomers. I took these concerns seriously and focused on creating an inclusive environment, aiming to cultivate a culture where every team member felt valued and empowered to contribute.

We have facilitated this by being open and transparent in all our communication. We conducted detailed interviews, listened to the concerns of each team member, and put everything on the table to find solutions that met their needs. By identifying potential areas of friction early, we proactively addressed them and ensured a smoother integration process. We also provided routine updates and solutions to new team members' concerns as we made progress so they could see that real action was being taken.

Transforming the work experience with new systems

It is important to recognize and emphasize that every company has its own processes, tools and systems that they operate with. Implementing UptimeHealth's systems and processes at Dental Whale would positively transform the work and day-to-day experience for them. Recognizing this, we first introduced them to advanced tools and technologies we have provided greater visibility and efficiency in their daily tasks. Tracking “transition” metrics early and often would show how the new team was adopting our technology stack. We held several workshops and training sessions to help their team get comfortable with the new tools and processes. We also assigned mentors from our team to work closely with them, making sure they had the support they needed to adapt. This hands-on approach helped ease their worries and facilitated a smoother transition.

Naturally, the transition phase of M&A can cause nervousness among team members. When people see first-hand the benefits of a more structured, yet flexible and supportive work environment, this uneasy feeling will gradually transform into excitement and confidence.

My involvement during this time – from participating in leadership calls and attending cross-departmental meetings to emphasize the importance of the integration process to being part of sales calls where we collaboratively solved problems and presented our new offerings – inadvertently sent a strong message of empowerment, development and passion for what I do. These actions helped reinforce the idea that leaders should be present in the trenches and try to find solutions. This makes a huge difference in the workplace, more than we could ever imagine.

Related: 5 Reasons Small Businesses Should Consider Mergers and Acquisitions

Keeping communication open

During this exciting time, I have witnessed that creating an environment where COMMUNICATION is blood will lead to a successful business and the result of the purchase. Keeping our minds and hearts open throughout the integration process ensured that the changes and their potential impact were dealt with perceptively and objectively.

It was vital that team members held regular meetings to discuss integration stages and encouraged department heads to hold one-on-one meetings to understand their feelings throughout the journey.

This transparency through various communication channels, including all-hands meetings, team-specific audits, and direct lines to leadership, allayed anxieties and built trust throughout the organization. This ensured that everyone had a platform to voice their concerns, ask questions and provide feedback. By keeping communication transparent and consistent, we addressed issues promptly and kept everyone on the same page.

Preparing for challenges

Even with the positive feedback, preparing the team for the inevitable future challenges that will continue to arise as we learn and navigate a new connected world is still at the top of our to-do list. A merger, like any change, is certainly not always sunshine and rainbows. Business leaders must always acknowledge potential disruptions, culture clashes, and individuals who may be resistant to change. Each of these will manifest in different ways and it will be essential to prepare for how you plan to handle them.

One thing I would like to keep in mind is that navigating the challenges that an M&A presents will ultimately strengthen your foundation. The pain usually comes from building up corporate muscles that didn't exist before or strengthening those that were hidden and weak and are now being exposed. Overall, these moments will lead to a stronger organizational foundation.

Lessons learned

Our merger journey reinforced my core leadership principles and redefined the importance of communication and its impact on every aspect of growing a business. It has been an eye-opener and a powerful indicator of how collaboration, empathy and transparency can make any change more manageable.

This experience is definitely one for the books. I hope all entrepreneurs will remember that fostering a positive and productive work environment for all requires only the elements of being human and does not need a complicated approach.