People leave their jobs for all sorts of reasons: a bad boss, little opportunity for advancement, a bad fit. But should you consider leaving because your company gets acquired, either by a rival or a larger firm?
If you're lucky, you'll be the one to decide if you stay or go, rather than falling victim to restructuring or redundancy.
So, if you're able to choose, which path should you take and what can you do to ensure that your decision doesn't come down to the flip of a coin?
No sure thing
"At the time of a merger announcement, every employee at every level of the corporation will face the dilemma: Should I co-operate and make the extra effort to help the merger be a success, or should I leave?" said Tessa Melkonian, professor of management at France's EMLYON Business School, in an email.
"As employees have no way of knowing how the new merged entity will recognise their efforts, there is no easy answer to this question, which is partly why turnover rates are high at the time of a merger announcement," she said. Research has shown a peak in turnover just after a merger announcement, with 20 per cent employee turnover and 25 per cent top management turnover during the first year, she said. In some cases, the figures can be much higher.
There are two key things to consider to help make such a decision, Melkonian said. Look at the example being set (or lack of one) by managers and senior figures in the company.
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