Cultural due diligence and Post-Merger Integration
When considering investments, understanding culture and management behaviour gives a valuable insight into your target. From minimising talent losses post-acquisition to understanding 'how things are done' in any organisation, cultural due diligence will help you understand the likely impact of a merging of cultures.
Additionally, as regulatory and public scrutiny focuses more on behaviours and Diversity & Inclusion, having an awareness of the landscape for these can influence the success of any company performance
Cultural due diligence
Our due diligence process
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In-depth assessment with management/HR team
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Full questionnaire for employees (including Diversity & Inclusion if required)
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Additional interviews to bring the insight to life
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A heat-map of the data you have highlighting specific challenge areas
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Full set of recommendations, including practical next steps - based on the priorities for your organisation
Post-Merger integration
Merging two entities takes time and effort. Integrating management structures and systems will be a priority, but lack of engagement of staff for the 12-24 months post merger can have a major impact.
A clear plan for people integration allows teams to build a greater mutual understanding and work together more effectively to drive the combined business.
From planning pre-deal close, our integration planning will consider:
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Vision, Mission and Values of all parties
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Cultural Audit - Defining 'How things are done around here' and any key differences
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Leadership styles and leading change
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Communications and engagement to bring teams together
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Key milestones and insight from key talent to track perception and maximise chance of successful integration
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