In the merging it is important to have a Leader with a clear goal in front. Leader should split tasks among team combining team members which are most suitable for the particular task. Tram will work together to solve the problem and achieve the goal. During the process Leader shall coach, give advice , navigate teams in order to help them to achieve the goal and to lift any obstacle along the way.

Over my career, I've come across multiple instances where such mergers (and separations) were achieved. The common factor for those I'd categorise as successful merger was that there was a strong leader, i.e., one with clear vision and ability to articulate it, along with strong team, i.e., those who are totally aligned to that vision and set goals accordingly. While I've read so many articles related to this topic, without this combination, they fail even if all other aspects, such as communications, addressing concerns, are taken care of. My take is that, this sets the to-be culture for everyone else. Otherwise, as the saying goes, Culture eats strategy for lunch!

Start by fostering open communication channels, encouraging team members to voice their concerns and ideas. Establish a shared vision for the merger, highlighting the mutual benefits and the potential for growth, which can help unify the teams around common goals. Acknowledge the unique cultures and strengths of each business unit, and work to integrate these aspects rather than forcing one to conform to the other.

"Not at all, not every time creates a conflicts" One big reason people are reluctant about it, is that it can lead to unemployment cases or share some of employee's Treasures "I mean Data". You’ve got to think through everything before going ahead with a merger, consider the impact and make sure everyone’s rights are protected. You can leave things as they are or try to improve them. Learn from the past, but don’t get stuck in it."

Regular Updates: Schedule regular meetings to keep all team members informed about the merger process, key developments, and any changes that may affect them. This transparency helps alleviate uncertainty and builds trust. Feedback Mechanisms: Implement channels for employees to voice their concerns, ask questions, and provide feedback. This could include anonymous surveys, suggestion boxes, or dedicated forums for discussion. Leadership Accessibility: Encourage leaders to be approachable and available to discuss concerns. Open office hours or informal gatherings can help break down barriers and foster dialogue. Create Joint Goals: Collaborative Goal Setting: Involve representatives from both business units in the goal-setting process.