How not to let culture issues defeat mergers
Eight months after acquiring the semi-express carrier Speedage, mail company TNT India is still integrating the two entities.
It was in September 2006 that global express logistics major TNT, one of the world’s leading business to business express delivery companies, acquired the Indian semi-express carrier, Speedage.
This acquisition added 514 depots, 26 transit hubs, 730 vehicles and 1,195 employees (and about 1,300 sub-contracted staff) to TNT’s existing resources. The current staff strength of TNT in India is 2,500 people.
Eight months later, Abhik Mitra, managing director of TNT India, feels that they have reached a comfortable position as far as transformation and integration issues are concerned. At the time of the takeover the TNT management was clear that it would not implement its own processes from the very next day.
The real work, adds Mitra, started once the deal was sealed. Speedage and all its 1,300 employees were put through to a phased transformation and integration process.
The first few months were all about communication and sharing. The TNT culture and values programme was shared with the Speedage employees, as were the short-term goals of the merger and the long-term ambitions from it.
The second and third months were dedicated to making the changes within the organisation and sharing the TNT value system with them. Then began the cultural training, continuing until the fifth month.
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