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

In-depth assessment with management/HR team
Full questionnaire for employees (including Diversity & Inclusion if required)
Additional interviews to bring the insight to life
A heat-map of the data you have highlighting specific challenge areas
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:

Vision, Mission and Values of all parties
Cultural Audit - Defining 'How things are done around here' and any key differences
Leadership styles and leading change
Communications and engagement to bring teams together
Key milestones and insight from key talent to track perception and maximise chance of successful integration