Surviving a Merger -- HELP!

[missmercy]

Our facility is/has merged w/ andother facility across town. For the next few years we will operate both facilities -- however, we have recently had a common Board of Directors appointed, Senior Directors appointed and now are at the Nurse Manager level -- all of the nurse managers have to reapply for their positions which will now be referred to a "directors". Its a very stressful and uncertain time for everybody. Some of our extremely qualified leaders were passed by for the Sr. Director positions that they applied for! Now, both facilities will need their "directors" -- at least until the new house is built (approx 5 years).

I hired in in January. I am the only person ( in this facility) referred to as Nursing Staff Development. When I hired on, was told it was a manager level job -- decent pay -- had to write my own job description (which isn't all bad). Under the new board, they have no idea what to do with me. they talk staff development up as a crutial concept pivotal to recruitment and retention --

My dilemma -- organizational charts were dispursed this week -- and management positions posted. I have a box on the organizational chart ( which would indicate that there would be a "director" of the department) but there is no posting that corolates with staff development! Don't quite know what to think!

I have an MSN with a dual emphasis in both administration and education -- I know I am highly marketable in the area ( have 3 colleges close by that I COULD teach at if I wanted to). But I really do llike what I am doing here and hate the thought of all these months of fighting to get things going were a waste of time!!

I guess -- I am merely venting, but if any of you have any helpful hints on how to survive a merger -- would love to hear them!

[Sheri257]

Well, I haven't gone through medical mergers, since I'm just a nursing student. But I've been through plenty of other mergers.

My advice would be: Don't work hard, and produce as little as possible. :chuckle

Actually, I'm only half kidding. The reason some people kept their jobs and others didn't wasn't exactly logical. The most productive people seemed to always be the ones who were let go. They worked them to death until the very last day when they were kicked out the door. On the other hand, the managers who were assigned to watch over those people were kept on, even though there was no one left to supervise. And, of course, other management favorites were kept on, even though they didn't do much work.

There's a ton of politics with these things. And lot of it has to do with them wanting to bring in their own people, not necessarily job performance. Afterall, what's the fun in taking over unless you can fire and hire whoever you want. It's a power trip in many cases.

Unless you have a connection to someone who's influential, I wouldn't count on it. And, if you're viewed as wanting to stay too much, that can also hurt you. I know it sounds weird but I've seen it happen. I'd try to play it cool and try not look like you really want the job that much.

Of course, every situation is different, and this is just my experience. I'd hope for the best and prepare for the worst. There's a good chance they won't really tell you what's going on until the last minute. Meanwhile this could drag on and may not be worth the worry.

Afterall, you are very employable and have lots of other options.

[Toby's mum]

Our facility is/has merged w/ andother facility across town. For the next few years we will operate both facilities -- however, we have recently had a common Board of Directors appointed, Senior Directors appointed and now are at the Nurse Manager level -- all of the nurse managers have to reapply for their positions which will now be referred to a "directors". Its a very stressful and uncertain time for everybody. Some of our extremely qualified leaders were passed by for the Sr. Director positions that they applied for! Now, both facilities will need their "directors" -- at least until the new house is built (approx 5 years).

I hired in in January. I am the only person ( in this facility) referred to as Nursing Staff Development. When I hired on, was told it was a manager level job -- decent pay -- had to write my own job description (which isn't all bad). Under the new board, they have no idea what to do with me. they talk staff development up as a crutial concept pivotal to recruitment and retention --

My dilemma -- organizational charts were dispursed this week -- and management positions posted. I have a box on the organizational chart ( which would indicate that there would be a "director" of the department) but there is no posting that corolates with staff development! Don't quite know what to think!

I have an MSN with a dual emphasis in both administration and education -- I know I am highly marketable in the area ( have 3 colleges close by that I COULD teach at if I wanted to). But I really do llike what I am doing here and hate the thought of all these months of fighting to get things going were a waste of time!!

I guess -- I am merely venting, but if any of you have any helpful hints on how to survive a merger -- would love to hear them!

Miss Mercy,

As a former investment banker, I'm afraid to say that you appear to be in a rather vulnerable position due to the facts: 1) you are a new hire 2) they don't quite understand your value or what you bring to the table and 3) one of their top goals will be to significantly cut expenses ASAP. Most, if not all mergers have their periods of uncertainty where employees are worried, frustrated and stressed over what might or might not be. My suggestion to you is to update your resume. Make your job description as understandable as possible to the new team (are they are financial group or another healthcare company?). Try to identify one of the key players in the new human resources department and arrange time to tell them what you do and how you can assist in this transition. Remain confident. There is no loyalty in this day and age. You are a free agent--it's also your choice as to whether you chose to stay on with them. I feel for you and your colleagues--it will be a bit of a rough ride for awhile until the dust settles. I hope it works out well for you. Steph