Surveying employees before or just after a merger or acquisition can change how you manage your people. In particular, there are two aspects to explore: (1) the deal itself, and (2) the similarities and differences between the two workplace cultures that are being brought together. Are the cultures more similar or less? Do you need to protect the culture of the company being acquired? Because maybe the culture is why it is effective.
These surveys may also help with merger and acquisition communications. Do you know what employees are concerned about? Not sure? Survey them.