Interclean_Merge_Memo

InterClean Merge Memo | |InterClean Inc | Memo To: Sales Managers From: CC: HR Date: June 24, 2010 Re: Employees Behavior for EnviroTech Merge With the upcoming merge with EnviroTech, I will like to address some behavioral actions I am expecting to see during this transition among the sales personnel. Our people need to be calm and de-stressed. As you know, “The organizations in which people work affect their thoughts, feelings, and actions in the workplace and away from it. Likewise, people's thoughts, feelings, and actions affect the organizations in which they work.” (Brief & Howard, 2002, p. 280). Is important to understand how the company’s productivity can be affected by the overall behavior of the staff. I want you to take the initiative in motivating the sales force and transmit that this as an excellent decision and opportunity for growth. Some restructuring and hiring will be done, but not at the management level and it will not have a big impact in our current headcount, on the other hand, we will gain more expertise in areas, and products that we currently don’t offer. It will be a training experience that in the end will benefit both the business and the individuals to achieve goals, and increase their monthly sales numbers. I want you to remember that a non-performance employee can bring financial losses to the organization. It is very important that during this transition period, as department managers, keep all discussions to a minimum to not generate rumors that could get projected to our customers and employees. "If you don't treat your employees the way you want your guests treated, it's not going to happen, your employees will treat your customers the way you treat them" (Zuber, 1996, p. 15). Currently we have several people with seniority in the sales departments, and we want them to see this, as I mentioned, as an opportunity for growth and acquire new skills. I wouldn’t like this to be interpreted the wrong way and be looked as discrimination among the seniority groups. They should not think that they will be the first target for layoffs. I want to put emphasis on working as a team to treat the EnviroTech personnel equally as if they were InterClean employees regardless of age, sex, race and religion among other characteristics. If you noticed any kind of behavior from our employees denigrating others, please inform the HR department. The HR department will handle screening the new hires and will also interview the current workforce to evaluate the training required for the challenges to come. As managers, you will also be part of this process to assess your current staff and determine the skill set required. Following up the personnel hiring and merge process, your departments will be restructured and size increased, so be prepared to see new faces and different cultures. The staff from EnviroTech is very diverse and as a group possess more people with seniority than those we currently have. This is a superior advantage because they bring the expertise on markets and products we don’t know and we will train them to ours as we fusion together. I want to remind you that diversity is important in today’s business application interacting with new emerging markets around the country and the world. At the same time it helps employees value the differences all people bring to the workplace (Richardson, 2006, p. 118). For example, our Hispanic sales force number will increase and we will have more filed representatives to target Hispanic culture customers sharing their experiences to pitch the sales increasing our numbers. I’m really hoping we can expand our knowledge with these new members. In the case that a employee have a question regarding the merge, please address it the best way possible considering what I have communicated and in the case more questions come up, and it gets difficult to answer, feel free to stop by HR with the employee and they will support you. I expect great efforts and collaborations managing your resources to welcome the new staff and help adapt others to this new chapter in our organization and have common products and services to offer our clientele the best customer experience when making business with InterClean. Thanks. References Brief, Arthur P., and Howard M. Weiss. "Organizational behavior: affect in the workplace." Annual Review of Psychology(2002): 279+. Academic OneFile. Web. 24 June 2010. Richardson, N. (2006). 10 BEST IN SENIOR MANAGEMENT DIVERSITY. Black Enterprise, 36(12), 118. Retrieved from MasterFILE Premier database. Zuber, A. (1996). Treat employees like you want guests treated, expert says. Nation's Restaurant News, 30(23), 92. Retrieved from Hospitality & Tourism Complete database.