How can you manage food and beverage staff during a merger?

1 Communicate clearly and frequently

One of the most important things you can do as a manager is to communicate clearly and frequently with your staff during a merger. You should inform them about the reasons, goals, and benefits of the merger, as well as the expected timeline and process. You should also address any questions, concerns, or rumors that may arise and provide honest and transparent information. You should also communicate with the other food and beverage managers from the merging organization and establish a common vision and strategy for the integration.

2 Align policies and procedures

Another key aspect of managing your staff during a merger is to align the policies and procedures of both organizations. This may include areas such as health and safety, quality standards, inventory management, menu planning, customer service, and employee benefits. You should review and compare the existing policies and procedures and identify any gaps, inconsistencies, or conflicts. You should then work with the other managers and the senior leadership to create and implement new policies and procedures that are consistent, fair, and efficient for both organizations.

3 Train and cross-train your staff

A merger may also require you to train and cross-train your staff to adapt to the new policies, procedures, and systems. You should assess the skills and competencies of your staff and identify any areas that need improvement or development. You should then provide them with the necessary training and resources to learn and apply the new standards and practices. You should also cross-train your staff to work with different equipment, products, and customers from the merging organization and to foster collaboration and teamwork.

5 Manage change and emotions

Finally, managing your staff during a merger can also mean managing change and emotions. You should understand that a merger can cause stress, anxiety, fear, anger, or resentment among your staff, especially if they feel insecure, threatened, or overlooked. You should empathize with their feelings and emotions and provide them with a safe and supportive environment to express and cope with them. You should also help them see the positive aspects and opportunities of the merger and motivate them to embrace and adapt to the change.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?