👥Retaining talent post-acquisition is crucial for ensuring long-term success and preventing the loss of key human capital. 🗞️Harvard Business Review offers an insightful read and here are the key takeaways: ➡️Retention Challenge: Acquired employees often leave due to a lack of choice in the transition and cultural misalignment with the acquiring company. ➡️Post-Acquisition Departures: Many employees leave to start their own ventures, sometimes becoming direct competitors. ➡️Management Strategies: To mitigate turnover, maintain the startup's independence and incentivize top management to stay. ➡️Long-Term Impact: Talent retention is complex and requires careful management beyond financial incentives. You can read the full story here: https://hubs.la/Q02CpNy40
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Founder of People First Truly | Fractional HR Leader | Emerging business advisor | Empowering founders during acquisitions, building sustainable company cultures & high performing teams | DE&IBA strategist.
Founders! 📣 How do startup acquisitions impact employee careers and what can you do about it? 🤔💭 There’s a great article by Asst. Prof. Kim on HBR about their research on why the turnover rates among acquired employees are significantly higher than those hired through regular channels. ☄ Not surprisingly, employees who are acquired undergo a sudden transition without the opportunity to assess compatibility beforehand, and this lack of choice results in difficult adaptations in the new setup. And this often starts with the founders quitting first. So what can founders do to avoid this in the first place? 👉 Don’t ignore the importance of clarifying what your role as the founder will look like in the new structure. Not just immediately after the deal is signed, but on the long run too. Are you going to keep the same operational/leadership role? Are you open to transitioning to other responsibilities when the time is right? How deep will you be involved in overall strategic decisions within the acquiring company? Will you become part of their leadership team? 👉 Have a clear plan of what the transition and integration will look like. Will your employees (and you yourself) be fully or partially integrated into the acquiring company or will you remain employees of your current entity? Make sure you have a detailed people transition plan! 👉 Have the right incentive plan in place to convince your management team to stay too. 👉 Communication, communication, communication. Understandably you can’t tell anything to your employees before the deal is signed, but once it’s all sealed, you have to do more than just the announcement of the acquisition. A detailed people plan goes hand in hand with the need of a detailed transition communication plan to keep your talents that helped you succeed. ----------------------------------------- I’m Rita and I empower founders from the early stages through acquisitions to build successful businesses and organisations that are truly people first. People First Truly #peoplefirsttruly #acquisition #mergersandacquisitions #transition #peopleindeals https://lnkd.in/dTTqhJbW
The Challenge of Retaining Startup Talent After an Acquisition
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Why is it important for business owners & start up founders to understand and appreciate the fundamentals of hiring? 👥️ People are at the core of every business. Finding candidates who are aligned with your company's values & goals allows you to build the right team that will collaborate towards success 📈 Hiring right the first time maximizes your resources (time, effort, money, people, productivity, etc) ✨️ Creating an authentic talent experience is not solely HR's responsibility -- everyone, especially top management, plays a crucial role in its success Register here to learn more: https://lnkd.in/g8NmnduP #EmployerBranding #EVP #People #TalentAttraction #TalentAcquistion #StartUps The Independent Investor Warren Habaluyas Fleur Therese Saguid Michael Angelo Malicsi
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Retaining startup talent after an acquisition can be a daunting task. But with the right approach, you can keep your top performers on board. Check out this article to learn more! https://lnkd.in/gvMX_Cdy #StartupTalent #Acquisition #RetentionStrategy #EmployeeEngagement #BusinessGrowth #HRmanagement #CareerDevelopment
The Challenge of Retaining Startup Talent After an Acquisition
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Retained Executive Search & Inclusion; Equity Practice Leader - - Hold Me Accountable to Deliver Measurable Workforce Solutions
Retaining startup talent after an acquisition can be a daunting task. But with the right approach, you can keep your top performers on board. Check out this article to learn more! https://lnkd.in/dhrS7RpH #StartupTalent #Acquisition #RetentionStrategy #EmployeeEngagement #BusinessGrowth #HRmanagement #CareerDevelopment
The Challenge of Retaining Startup Talent After an Acquisition
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Our who: Startups, small, and mid-sized organizations. Our sweet spot is startups - pre-Seed to Series E. Our what: We provide holistic talent acquisition and talent management consulting services. Our value is in planning, attracting, hiring, and retaining top talent. Our when: The sooner the better! The earlier we can get to work on your people foundation the better equipped you'll be to grow, shift, and change. Our why: We do this to make a difference in the lives of people who choose to work in startups and smaller organizations; on the candidate side and the business side. Creating inclusive and equitable spaces for teams to thrive is our passion. Our how: We dive deep with our clients so that we can learn about their business, understand and experience their culture, and get to know the people. The more we fold into your team the better we can support you.
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Employee retention is crucial for the sustained success of any business, especially within the dynamic realm of recruitment startups. As the driving force behind these ventures, retaining top-tier talent not only amplifies our company's reputation and growth but also guarantees unparalleled service delivery for our valued clients. Excited to share insights in this article on effective employee retention strategies crafted specifically for recruitment startups, paving the way for a loyal and high-performing team! https://lnkd.in/eYytASzm #EmployeeRetention #RecruitmentStartups #BuildingSuccess
Employee retention strategies for recruitment startups | CNA International
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Talent Acquisition sculpts the trajectory of a Start-up's journey. Finding, attracting, and retaining quality talent is the cornerstone of creating a culture of innovation and excellence. As unicorns continue to dominate various industries, it's crucial to emphasize the significance of building a robust talent pipeline that aligns with your company's vision and values. By deploying and leveraging flexible TA and People specialists as well as fostering D&I, your start-up can strengthen its team to stay ahead of the competitive landscape and engage in sustainable growth. ➡ Interested to see how we do it? Book a meeting with us (link in the comments!) #startup #scalability #diversityandinclusion #talentsolutions
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🚀 Startup Talent in the Acquisition Game: Navigating Employee Exodus! 🔄✨ Acquiring companies face a challenge—high turnover rates among prized startup employees. Uncover insights from U.S. Census Bureau data, revealing the impact of startup acquisitions on careers. From analyzing disparities to historical examples, explore strategies to retain talent amidst the acquisition journey. 🌐💼 #acquisitions #talentretention 🚀🤝 https://lnkd.in/du8mUxix
The Challenge of Retaining Startup Talent After an Acquisition
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Entrepreneurial Exit l International Market Entry I Senior Manager at Innovation Norway I Adjunct Professor at Seneca Polytechnic I Opinions are mine | (he/him).
Exit concludes entrepreneurship. An acquisition is a common exit mode for entrepreneurs. The acquisition is a well-known approach for larger firms to access required solutions or assets to expedite growth or to gain a competitive edge faster. Yet, many companies do not have sufficient knowledge and experience to navigate the exit process successfully. My dissertation research on the exit of ICT founders in Ontario (not published yet) included such examples. HR issues have significant room for growth in selecting who to stay during the acquisition and how to treat such valued employees to remain longer after an acquisition. This Harvard Business Review article offers important considerations. What else would you add to enhance employee retention? #exit #entrepreneurship #acquisition #merger #mergerandaquisition
The Challenge of Retaining Startup Talent After an Acquisition
hbr.org
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