Mergers & Acquisitions

It’s a scene that happens thousands of times a year.

A group of business leaders start to formulate a vision for what two companies can do better together, rather than apart. The vision grows and key decision makers start to buy-in. A flurry of activity follows; hiring strategy consultants, negotiations, due diligence, corporate filings, and public announcements.

However, all of this activity merely brings the companies to the threshold of implementing their shared vision. Merger integration is where deals fail or succeed.

There are many nuanced reasons why up to 80% of mergers fail to meet their stated goals. OrgWeaver is not able to tackle all of the reasons, but it can help address one of the most important factors: creating an optimal organization with the right people to focus on achieving the strategic vision.

Questions? We have answers.

Key Steps: Integration

  • 1. MAP THE “AS-IS” ORG STRUCTURE

    Gather all relevant HR data from across various systems. Filter the data to pick out the most important insights that can drive your change decisions.

    Recommended tools: OrgWeaver Map & OrgWeaver Design (get started for free)

  • 2. DOCUMENT THE "TO-BE" ORG STRUCTURE

    Collaboratively define the new organization. Clarify the details to answer employees’ most pressing questions; “What is expected of me? Who do I report to?”

    Recommended tool: OrgWeaver Design (get started for free)

  • 3. IDENTIFY EMPLOYEES FOR NEW ROLES

    Two-way communication is essential to identifying employees who could fill new roles. Asking about competencies, skills, and location preferences in a compliant way works wonders.

    Recommended tool: OrgWeaver Map

  • 4. Match employees to new roles

    Select employees for roles in a transparent and engaging way in order to lower the risk of increased attrition rates.

    Recommended tool: OrgWeaver Match