Merger happened - what next?

Whether we like it or not merger has happened. There is no point in discussing its adverse effects. We have got to focus on only the positives.

In any acquisition, merger or integration the success of it depends largely on how best, how quickly and how seamlessly the HR amalgamates.

Once this is a smooth process, managing other things like doing business, achieving targets should not be insurmountable.

Therefore, the need of the hour is a painless transition and quick assimilation, understanding and constant improvisation of each other's work ethos.

Towards this end what we can do/contribute.

1. Accord the colleagues from our associates banks a genuinely warm welcome and accept them as our own and, not as someone who has come seeking shelter or asylum. They have not sought this merger either. It was thrust upon us.

2. They would have suffered an identity loss all of a sudden and may be undergoing some emotional moments. They may be feeling a sense that they have lost somewhere. They may be having apprehensions /reservations about what may be in store for them. It is here that our responsibility/behavior comes into focus.

3. The first thing we have to do is to remove the perception that is prevalent in our minds that they are of inferior stuff. It is subjective and debatable. Neither we are foolproof. Even if it were to be a fact, there is no point in beating the dead horse. Now everything is water under the bridge.

4. Lot of talking/defreezing is required at each point of contact with our incoming colleagues right from the messenger to MD.

5. The first and the foremost thing is to make them feel at home. A feeling of bonhomie should prevail. We should never ever at any point of time send a signal / indication that they are being slighted/sidelined/neglected. Because they are already in a disturbed state of mind and may be apprehensive of things.

6. We should tell them that if they have lost something which they were the part of for many years and decades, they have lost for getting something even better.

We should tell them that they are joining an organization which has an illustrious pedigree, a glorious past and a bright future. The brand value of State Bank in the market and the concomitant esteem it brings to the employees should be highlighted to them.

7. We should also tell them/sell them advantages of being a State Banker and any monetary/pecuniary benefits that may accrue to them.

8. HR department has a onerous task of managing this churn and to see that the dust settles down quickly and people get into brass tacks soon. They have to do lot of talking and explaining if necessary at the time of transfers to suspend the impression of second rate treatment if at all they are nursing the same.

9. Organisations viz SBIOAK, SBSU and SEWA can also complement the efforts of the Bank in this onerous task. Bank may rope in these organizations and send them on errands making teams comprising of representatives of all the three organizations. They should act as Ambassadors of merger.

10. Anybody involving in the above exercise will be according to me is doing a great service to the bank. Because this is the most crucial period, a period of confusion and chaos if handled with maturity and statesmanship will go a long way in building a strong State Bank.

I wish, it is a smooth and seamless transition for this great institution.

K.N.Krishnan.   9449612446