As we see the healthcare world continue to consolidate, mergers and acquisitions are becoming the lay of the land. But although the process of merging two different (sometimes very different) cultures is becoming more common, it's not getting any easier. In fact, for several of our current and former healthcare clients, it's very, very challenging.
As I said in my recent article for Hospital Impact, even though mergers may make good business sense, they tend to create a “flight or fight” response in the people in the organization being merged or acquired. Why? Because people just hate change.
Staff members (medical or not) usually are not happy in the new, merged world—they liked the one they had before. They're not sure how well they fit into the new organization's culture so they tend to assume the worst.
Mergers are really hard on physicians and staff
From a series of interviews we conducted with doctors, nurses and support staff, we learned that people who have gone through a merger or acquisition are angry and irritated. While they are making more money in many cases, and their offices may be running more efficiently, they are unhappy. There are many reasons for this, namely: