Retention key people
The uncertainty during a merger often leads senior managers to end it by
leaving. Others may leave because they regard the future envisaged by the
merger, in terms of culture, business model, or compensation system, etc. with
dread or distaste (Sudarsanam, 2010). In this case, the owner-manager is quite
an entrepreneur with a range of business interests, and he or she want to
establish a rival business. So the owner-manger may leave by reason of own
ambitions, A merger and acquisition are also the time when the firm’s
competitors attempt to capitalize on the uncertainty and lure away the “stars”, as
happened in many investment banks undergoing merger. For example, when
Deutsche Bank acquired Bankers Trust, the entire telecom advisory group was
poached by Credit Suisse First Boston (CSFB). In the aftermath of the merger
between SmithKline Beecham and Glaxo Wellcome many leading scientists left
the merged firm GSK to join rival firms. Such departures have to be factored in
while contemplating the merger and in executing the integration. Key people
retention may be achieved through devices such as “golden handcuffs”, i.e.
special bonuses or stock options or generous earn-outs, etc. Often these people,
probably already wealthy, may be tempted to stay not with offers
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