When two or more businesses join forces, not only are there structural and functional changes required but also an alignment of the cultures. In fact culture is cited as one of the primary reasons why M&A transactions fail to realise their full potential.
- Cultural alignment involves choosing between one dominant culture, a blend of both cultures, or a new culture tailored to the merged entity.
- Without uniting people behind a common purpose, vision, values, and behaviours, performance and productivity can suffer, and employee engagement may decrease.
- Aligning cultures goes beyond HR policies and includes re-designing work practices, policies, processes, systems, governance, decision-making, and organisational restructuring.
- Culture integration should not be a separate workstream but should be integrated into the overall merger or partnership process to maximise the value of the transaction.
Tell us about your culture challenge
No two organisations are the same, so we tailor our solution and the tools we use in each stage of the process. We use our award-winning, 3-stage methodology – Insight, Design, Embed – to create a bespoke culture solution that’s right for your business.
“Their insight formed the highly compelling backbone to everything that came in defining and embedding our Mission, Vision and Values. They provided real energy to the project and delivered a full end-to-end service.”
Jim Brown, Group Head of Marketing at One Savings Bank
“Seeing our MABology culture take shape and come to life has been brilliant. I’m so proud of everyone who worked on the project, but special thanks must go to Derek and the team at Culture Consultancy who really helped us get to where we are now.”
Claire Smith, People and Culture Director at Mortgage Advice Bureau
“We were so impressed with CC. They have taken something very complicated and made it simple. We’re thrilled about the new culture they helped us create, and the way that they’ve supported and challenged us throughout has pushed us on even further than we could have anticipated.”
Greg Ingleton, HR Director at Pepper Money