Client Segment:
A leading organization undergoing a merger with another prominent company, aiming to ensure seamless integration and maintain employee engagement throughout the transition.

Method:
A comprehensive mixed-methods approach was employed, integrating both quantitative surveys and qualitative focus groups to gather insights into employee engagement levels and perceptions during the merger.

Data Collection
Quantitative Data Collection: Surveys: A structured online survey was administered to all employees across both organizations, focusing on:
Overall engagement levels before and after the announcement of the merger
Perceived impact of the merger on job security and work environment
Communication effectiveness regarding the merger
Areas of concern and support needed during the transition

Qualitative Data Collection:
Focus Groups: Conducted focus group discussions with employees from various departments and levels within the organizations to explore deeper sentiments and insights related to the merger experience. This included: Open-ended discussions to capture personal experiences, expectations, and concerns
Probes to identify specific issues and suggestions for improvement

Quantitative Analysis: Statistical analysis was utilized to identify trends and patterns in employee engagement levels and perceptions. Key techniques included:
Descriptive statistics to summarize survey responses (e.g., percentage of employees feeling engaged or concerned)

Comparative analysis: Comparative analysis to assess differences in engagement levels between departments and employee demographics

Thematic analysis: Thematic analysis was conducted on the qualitative data from focus groups. This process involved:
Identifying recurring themes and sentiments related to employee engagement and merger impacts
Coding responses to organize qualitative data effectively extracting key quotes that illustrated employee feelings and suggestions

Findings:
The research enabled the organization to understand employee sentiments and engagement levels during the merger process. Key insights included:
Identification of specific concerns regarding job security and changes in organizational culture.
Recommendations for improving communication strategies to address employee needs and foster a supportive environment during the transition.