Mergers and acquisitions are complex processes that involve many different aspects, including financial due diligence, identifying potential synergies, designing the organisational structure, and integrating the two companies. One of the most critical elements of any successful M&A is managing the people and culture aspects.
BENEFITS:
Here are some of the benefits you can expect from having a solid organisational design in place during a merger or acquisition:
Better alignment of company culture and values
Clear roles and responsibilities for employees
Improved communication and collaboration across teams
Efficient decision-making processes and use of resources
Increased employee morale and engagement
Faster integration of the two companies
Higher likelihood of achieving desired outcomes and realizing the full potential of the merger or acquisition
OBJECTIVES:
With the help of one of our experts in organisational design, you can navigate the complexities of a merger or acquisition and create a structure that supports your new company's growth and success.
Assessing the cultural fit between the two companies, identifying potential cultural conflicts, and shaping the new culture of the merged entity is key. Having people and culture professionals involved from the outset and throughout the M&A process can help to ensure that these elements are carefully considered and managed, which can ultimately lead to greater success and a smoother transition. At Sonder Associates, we offer expertise in all areas of people and culture and can support your business throughout the entire M&A journey, from the early stages of due diligence and cultural assessment, to designing the organizational structure and integrating the two companies.
The Process
People expertise is essential at different stages.
-
Firstly, in the due diligence phase, it is necessary to assess the cultural fit between the two organisations. This involves understanding the cultural values, norms, and behaviours of both companies and identifying areas of alignment and potential conflicts.
-
Once the merger or acquisition has taken place, people expertise is required to identify and realise synergies between the two organisations. This includes assessing the skills, capabilities, and experiences of the employees in both organisations and identifying opportunities for cross-functional collaboration and knowledge sharing.
-
In the organisational design phase, people expertise is critical to designing the new organisational structure, roles, and responsibilities. This involves assessing the skills and capabilities of the employees in both organisations, identifying talent gaps and redundancies, and designing a new structure that maximises efficiency and productivity.
-
During the integration phase, people expertise is crucial. This involves bringing together employees from both organizations, communicating the new vision and goals, and addressing concerns and questions. People expertise is needed to ensure that employees are engaged and motivated during this process and that they understand how their role fits into the new organisation.
-
Finally, people expertise is needed to shape the people of the new organization in the culture shaping phase. This involves defining the cultural values, norms, and behaviours that will guide the new organization and ensuring that they are communicated effectively and consistently throughout the organization.
Sonder Associates can support businesses throughout the M&A process, from the initial due diligence phase to the integration and building of a new business culture, by providing people and culture professionals with expertise in each of these areas.