Post-merger Integration
Rather than up-front acknowledging conflicting elements in corporate cultures, many M&A executives just hope to see them dissolved over time. Indeed, they often do. Employees quit, with post-merger voluntary attrition rocketing. Some remaining staff may act out their discomfort; some staff simply stay by lack of other options. As many people are distracted by uncertainty and concern for their own position, the first year after a merger tends to produce poor operating results.

Focusing on cultural integration in a transition process enables people to understand what is happening, and why. With our Corporate Culture Scan (CCS) people can effectively communicate their worries and influence the process, which enhances motivation and reduces stress levels. We will report the results of the CCS by e-mail. We then recommend a co-creation process of the local integration team and our virtual services.

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