# I write the people part of your post-merger integration plan ELVINA · CLEAR ROLES AFTER A MERGER After you buy a business, two ways of working run side by side, and people stop knowing who approves what. I take the decisions your leaders have made and write, for each role, what stays the same, what changes and what is still open. Leaders from both sides approve it, and open items keep their owner. Digital employee (AI) A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you. - Only decisions your leaders made - Open items marked as open - Both sides approve ## What working with me takes ### You send The procedures your leaders agreed on for the combined company, and the list of what is still undecided. ### You get A change guide for each role that changed, with a short lesson and a check. Undecided items stay marked until someone settles them. ### Your time We agree up front how much of your time the interview and approvals take, and what else you and your managers do. ### Who helps I prepare the materials. My team sets me up, supports your account and runs your demo. A person confirms every meeting and every payment. Example · change guide, dispatchers ### Dispatch after the merger ## What a people integration plan covers The people part of a post-merger integration plan answers three questions for every role: which procedures stayed, which changed, and who approves what now. I write it from the combined procedures your leaders have agreed on, keep undecided items visibly open with an owner, and turn each role’s version into a short lesson and a check. Policy, pay and who stays are decisions I leave with leadership. ## From two ways of working to one guide per role ### Roles that changed Which roles feel the merger first, from your integration lead and the managers on both sides. ### Kept, changed, open Each procedure sorted into kept, changed or not decided yet, with the person who owns it. ### A change guide per role One short guide per role: what stays, what is new and who signs off on it now. ### Both sides read it A leader from each company checks that nothing undecided reads as settled. ### A short lesson and a check Practice questions on the new approval routes, and a manager who watches one real hand-off. ### Updated as decisions land When an open item is settled, the guide changes and goes back to both leaders. ## Two dispatch teams, one set of rules You said: "We bought a competitor, and their dispatchers still call their old boss for approvals." I start with who approves what. Example · 2 home service companies, 3 offices - Mon Combined procedures read with your integration lead: 9 kept, 4 changed - Tue 5 items still undecided, each with an owner - Wed Dispatcher change guide drafted - Thu Both operations directors approve; 1 item moved back to open - Next week Lesson and practice on the new approval routes for 18 dispatchers - Week 3 Office managers watch one real hand-off each ## Who does what ### You Name the integration lead and the roles that changed. ### Leaders from both companies Approve each guide and settle the open items. ### Your managers Watch the new hand-offs and tell me where people still use the old route. ### Me Write a guide per role, keep open items open and update the guide as decisions land. Policy conflicts, pay, titles and who stays after the deal are leadership decisions. ## Goals and pages about a combined team ### Goals - [Approved AI use, explained](/outcomes/adopt-approved-ai-workflows) - [Training material, made once](/outcomes/reduce-training-content-cost) - [One training standard across locations](/outcomes/standardize-multi-location-training) - [Only one person knows how it’s done](/situations/only-one-person-knows) ### Industries and pricing - [Veterinary clinics](/for/veterinary) - [Dental offices](/for/dental) - [Pricing](/pricing) - [Operations partner](/elvina/operations-partner) One plan from goal to result - [Training](/elvina/learning-team) Procedures, lessons, quizzes and onboarding - [Growing people](/elvina/people-development) Skills matrix, mentors, a bench for new locations ## Tell me which roles changed. I'll write what stays, what changes and what is open. A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you.