It’s important to understand that why employee feels like that he’s drowning whether it is because of new processes and people or something employee has to deliver beyond capacity. Base on understanding it is important have formal dialogue with them and make them familiar with new processes and working practices where employee shall feel guided at every steps. It is also important to provide them adequate support and mentorship program in this transition. Having clear communication with employee can mitigate this gaps also leadership talk also can encourage them to do even more better. Wherever, needed there’s need of distribution of responsibilities and engaging them in projects where they can deliver their best.

To help the employee, we can reduce the workload by prioritizing tasks and removing non-essential activities. Promote a healthy workplace culture by encouraging breaks and providing support systems. Offer learning opportunities and training to develop new skills. This can empower the employees and make them feel more capable of handling the increased workload

My advice: First understand why the employee feels overwhelmed. Before assigning any project, sit down with them to clearly communicate the project’s priorities and ensure they are on the right track. Regular weekly follow-ups are essential to keep yourself updated on their progress and to provide support whenever needed.

Feeling overwhelmed after a merger is common, but you can manage increased workloads and support colleagues with a few strategies. Start by prioritizing tasks and delegating when possible. Break projects into smaller steps to stay organized. Maintain clear communication with your team, addressing concerns and sharing updates regularly. Encourage open dialogue to ensure everyone understands their roles. Support a collaborative work environment by helping colleagues and fostering teamwork. Use time management techniques, like the Pomodoro Technique, to boost productivity. Lastly, prioritize self-care to prevent burnout. These approaches can help you and your team navigate post-merger challenges more effectively.

Start by acknowledging their stress and actively listening to their concerns, then collaborate to prioritize their tasks and reassign non-essential ones. Consider providing temporary assistance, such as redistributing work or bringing in additional help. Ensure the employee has clear role expectations to avoid confusion and encourage work-life balance to prevent burnout. Long-term, assess whether the team needs more resources and offer training to help them adapt to new processes, providing both immediate relief and sustainable solutions.

The post-merger environment brings many uncertainties for both new management and employees, who are anxious about the future. From my experience with two such organizations, continuous communication is crucial. Employees should openly share their thoughts and opinions with leadership. Post-merger, people managers, including line managers, face new priorities, leading to unplanned activities and a shift in focus on employee impact. It’s important to concentrate on your strengths and seek help when needed. Employees often feel unsure about whom to approach, but those who speak up can navigate the situation more effectively and support themselves before things get overwhelming.

HR has to initiate a conversation to understand the employee’s workload. It’s always good to encourage the employee to speak candidly about stress and workloads. HR has to assist the employee in sorting tasks by urgency and importance. HR can work with the manager to check on tasks that are essential and which can be delayed or reassigned. Offer flexible hours/remote work. This allows them to manage their workload. Ensure that post-merger role definitions are clear to avoid gaps. Set up regular meetings to gauge their ongoing stress levels and support as needed. Gather the feedback from employees about their roles and workloads. This feedback can help HR implement broader changes to prevent similar situations from happening to others.

To help an employee overwhelmed by the post-merger workload, here are several ways to throw them a lifeline to cope with the challenge at hand, 1. Prioritize Tasks 2. Delegate & Redistribute Work 3. Provide Resources & Support 4. Encourage Breaks & Wellness 5. Open Communication Supporting them with clear communication, proper delegation, and emotional support can keep them afloat during this challenging period.