Most companies find out their M&A communications failed only after employees have already mentally checked out. This survey identifies problems before they grow bigger.
The instrument tracks two different things.
- Frequency asks how often employees engage with channels such as the company website, one-on-one conversations with their manager, staff meetings that touch the merger, conversations with employees from the other company, the integration team's weekly updates.
- Quality asks something sharper: was what they received timely, accurate, useful, understandable — each criteria rated separately.
To identify differences across the organization, the survey includes limited demographic questions. These questions help reveal patterns — such as whether certain groups feel less informed — while preserving anonymity and encouraging honest responses.
The open-ended questions provide the deepest insight. They capture unanswered questions, lingering concerns, and suggestions that rating scales cannot reveal. This feedback helps leaders understand employee concerns so future communications can address them. The survey, itself, also sends the message that you, the employee, matter.