- I generally request that the previous owner or the most senior executive move out of his office or vacate his area the evening prior to my arrival. It is not uncommon in most companies to hear statements such as; “that is the bosses’ office”, “that is the owner’s desk”, “that is executive row”.
Employees will often link authority to a specific location within the business’s facilities. By taking up that physical position you are identifying yourself to the staff as the “boss”. Secondarily, by taking the senior position location you have diminished the authority of the previous owner or senior executive.
- A similar situation and attitude should be followed in other areas of location versus position, such as parking spot allocation. If the previous owner or senior executive always parked closest to the front door, then that is where you should now park.
- At any meetings, if physically appropriate, you should immediately sit at the head of the table or in the spot where the previous owner or senior executive sat.
- You should immediately produce a new organizational chart. This accomplishes two things simultaneously. It solidifies and formally documents your position as the individual at the top rung of the organization and it positions the previous owner or senior executive below you. It also clarifies any confusion on authority and responsibility between you and the previous owner or senior management.
- You should be aware that a change in ownership or senior management generally makes the employees very nervous about the longevity and security of their employment with the company. For this reason I recommend, if the size of the company is appropriate for it, that you send out a one page memo giving some information about your background, expertise and experience. In some cases a general meeting may be a more appropriate venue for disseminating this information. Whether you use a memo or a general meeting as the venue try to avoid making any overall or general commitments about employment, statements such as "I have no plans to adjust the staffing at this time" may come back to haunt you in the future.
I also believe in avoiding mother hood type statements such as "according to Mr. Jones (the previous owner) you are all doing a fantastic job", or "I will need your help and support to make this company the great success I know it can be and I know that I can count on each and everyone of you to give 110%". These types of statements are generally considered patronizing by the vast majority of individuals.
I also suggest that you avoid complementing the previous owner or senior management at this time, as you do not have a true insight into the employees’ feelings about them as management.
As a side note, if you send out a memo it is unidirectional only. If you hold a general meeting you will probably have to respond to questions. This is something to keep in mind when deciding how to approach the dissemination of any information now or in the future.
- If you have branch offices or facilities try to keep them in the loop. Branch offices always feel that they are kept in the dark even at the best of times. It is not difficult, especially with all you have on your plate with the acquisition of a business to unintentionally ignore their existence. And, although your time is extremely precious at this stage it is wise to schedule visits to branch offices and facilities as soon as it is at all practicable.
- If at all possible, at least for the first few months, you should attempt to be the first person to arrive and the last person to leave. Just make sure that it does not appear that the reason that you are the first person in and the last person to leave is that you are monitoring the arrival and departure of the employees. Being first to arrive at the business may not gain you any respect; you will have to earn that in other manners. However, being the last one in and the first one out will definitely be a negative to the overall productivity of the business, "if he isn’t prepared to work nine to five, why should I?" It is all part of setting an example to your employees. The same situation applies to lunch hours. If you continually take an hour and a half for lunch, before long so will your employees!