The question was pretty poorly worded IMO, but its an important one.
Usually when a company is acquired, certain unique (and attractive) features of its company culture die pretty fast.
These can be measurable things eg: PTO policies, imposing certain dev environments/corp machine policies on devs, bonus structures, conference/training allowances, frequency and structure of meetings, etc.
Or these can be more vague things, like shifts in how internal comms work, the death of informal means of resolving issues, incremental shifts in management style, etc.
The last acquisition I went through (as an employee of the acquired company) resulted in about half of my team leaving pretty quick. The acquirer basically took away all the perks that made working there worthwhile (compared to any given competitor).
If my current employer was to be acquired, I'm willing to bet that the entire staff of the business unit I'm part of will be looking for new jobs, as I doubt the acquirer would be giving us the degree of freedom that we have currently.
Usually when a company is acquired, certain unique (and attractive) features of its company culture die pretty fast.
These can be measurable things eg: PTO policies, imposing certain dev environments/corp machine policies on devs, bonus structures, conference/training allowances, frequency and structure of meetings, etc.
Or these can be more vague things, like shifts in how internal comms work, the death of informal means of resolving issues, incremental shifts in management style, etc.
The last acquisition I went through (as an employee of the acquired company) resulted in about half of my team leaving pretty quick. The acquirer basically took away all the perks that made working there worthwhile (compared to any given competitor).
If my current employer was to be acquired, I'm willing to bet that the entire staff of the business unit I'm part of will be looking for new jobs, as I doubt the acquirer would be giving us the degree of freedom that we have currently.