- Estimates put the probability of M&A failure rate at between 50% and 70% - not an encouraging statistic.
- The human capital aspects of M&A are crucial to successful integration and goal realization.
- Give your merger or acquisition the best chance for success by thoroughly managing the process from due diligence well into the first year post-deal. Be sure that HR is prepared for the challenge.
- Use our research to develop an HR plan to effectively manage the merger or acquisition process including up-front work, communication, cultural integration, workforce planning, and terms and conditions planning.
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Our Advice
Critical Insight
- Culture clashes are a value destroyer in M&A. Plan to give culture the attention it deserves by committing to a cultural alignment assessment and ensuring that any misalignment is communicated and followed-up on.
- A consistent, justifiable process for determining who will fill new roles and who should exit the organization helps ensure that M&A goals are met and negative outcomes (litigation, discrimination, etc.) are avoided.
Impact and Result
- Streamline your M&A HR approach and avoid unintended negative consequences such as unforeseen financial issues, cultural integration issues, labor disputes, and even litigation.