I have been following the news. And I can say that this is ripe for a retention compensation package. I've seen this with many companies I have worked with and many professionals who have come to me for consultation. Retention compensation packages are well suited for this situation. So what are they? The need for retention pckgs arise from:
- an anticipated or pending sale of the business/organization
- a significant reogranization and/restructuring
- the planned succession of new leadership into the business/org
The most common use is where there is an ANTICIPATED TRANSACTION THAT REQUIRES LEADERSHIP AND KEY TALENT CONTINUITY IN ORDER TO MAINTAIN THE ONGOING VALUE OF THE ENTERPRISE. Again, your situation exemplifies this.
So what should you do if you receive one of these packages? First, you should get it reviewed by your legal or financial representative. Second, you should consider signing. Most likely it is a win for YOU. It is not a win for the company. What many companies fail to realize is that retention compensation does not translate to loyalty. It is really a form of the company communicating that WE NEED YOU. But often times the damage has already been done. Many employees who receive these typically do not stay with the company dispersing these packages. But sometimes they doesn't matter. Your company is looking for a seamless integration. So maybe they don't care if you leave or stay. However, if I understand this situation correctly, there are many layers to responsibilities and there are lots of regulations and guidelines. Therefore, this is definitely more of a win for you. Not knowing individual situations, I would advise that you take the money and run. As soon as you can. At the end of whatever date is agreed upon on that compensation package. Leave as soon as you can. It is also a win for you if you are offered a package like this because you can use it as leverage if another company offers you a job. You should be asking them to match this retention money so that you can leave ASAP. Again, these packages do not inspire loyalty.
If you are not offered a package and you feel you are essential to the company you should request one. If fact, there is power in numbers. If the company is truly depending on you to stick it out and not disrupt the status quo then you should all band together and request compensation and some sort of monetary show of loyalty from your company.