Indeed, culture is cited as one of the primary reasons why M&A transactions fail to realise their full potential.
Whether it’s the more dominant culture that needs to be rolled out across the organisation, a best of both (each) approach or a complete cultural overhaul that’s designed specifically for the NewCo, what’s clear is that without a concerted effort to unite people behind one purpose, a new vision and a defined set of values and behaviours, performance and productivity will suffer, your people will be less engaged, confused with the change and there is a risk of damaging a positive employee experience.
Aligning cultures stretches well beyond just harmonisation of people / HR policies, practices and the employee experience. It’s about re-designing all work practices in alignment with the new values, which means applying the culture lens to policies (non HR) , processes, systems, governance and decision making, and ultimately to any organisational restructures that need to be completed.
But the culture integration should not just be another workstream in the overall integration, you should be leveraging the overall integration to bring about the desired cultured change and realise the full value from the M&A transaction.
Whether it be to deliver new products and services to customers or improve internal ways of working, digital adoption and innovation requires a shift of company culture, mindsets, behaviours, and ways of working – from leaders and managers to front line staff.Find out more
Culture is still cited as one of the primary reasons why M&A transactions fail to realise their full potential. Aligning cultures stretches well beyond just harmonisation of people and HR policies- it needs to include working practices behaviours and the employee experience.Find out more
With rapid growth comes culture strain– ways of working are often outgrown and need to be adapted, new disciplines are required, people need to be upskilled, management practices enhanced, and the employee experience refreshed. Left unresolved, the culture strain will impact on performance and future growth.Find out more
How diverse your population is, how inclusive your culture and how well your people feel heavily contributes to how agile and innovative you are as a business, how appealing your offerings are to your diverse customer base, and how engaged, hence productive, your people are.Find out more
The need for strong, connected and forward-thinking leadership of your people is greater than ever as employees grapple with blurred boundaries of fluid operating structures, increased demands and moving goals, higher uncertainty and greater complexity, all within a fast-paced environment.Find out more
Culture change programmes for complex situations require a robust underlying method, attention to detail, yet flexible and effective approach towards implementation to allow for the various complexities. A multi-layered approach may not be simple, but it can spread responsibility, resources and multiply impact to achieve faster traction.Find out more
Achieving greater performance, productivity and impact is a constant challenge for leaders. Whether just for a team, a department, a division or for the overall company, creating a climate and culture which enables high performance is key for delivering results and fulfilling strategic ambitions.find out more
Most organisational cultures are not totally conducive to sustainable remote working practices, with productivity, engagement and wellbeing all being impacted. Organisations will need to reset their internal culture and ways of working to enable remote working to be a sustainable, human and productive way of operating.Find out more