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M&A consulting

M&A Integration: Three Ways to Keep Top Talent

m&a integrationM&A integration takes careful execution. In Mergers and Acquisitions: Three Ways to Keep Top Talent, in the June, 2015 issue of WorldatWork’s Workspan magazine, Axiom partner Juan Pablo Gonzalez explains how organizations can succeed in M&A integration by focusing on three priorities to capture the value of human capital that may be at risk during a merger or acquisition: intent, eligibility and award size.

WorldatWork members can find the original article in Workspan magazine here.

“The first six months after a merger or acquisition has been announced are a rocky time for any organization. Aggressive competitors start poaching in the first few days after a deal is announced. Employees are distracted by concerns about where they stand. Managers start jockeying to keep their teams intact and leaders will be challenged to maintain their focus on achieving the objectives of the transaction.

Because retaining essential talent is so critical to the success of a deal, the chief human resource officer (CHRO) and his or her team are often charged with quickly developing solutions to mitigate the risk of critical turnover. Human resources is often called upon
to help identify and retain the talent necessary to 1) ensure continuity of operations during post-deal integration; 2) enable the successor organization to retain and grow the value that motivated the transaction. These are critical priorities and form the foundation of a successful combination of entities. Time is of the essence, and multiple opinions regarding how these objectives should be achieved will abound…”

“By aligning their efforts with the strategic intent of the deal,” Gonzalez says, “taking a value-based approach toward assessing eligibility and determining awards based on objectives rather than simple market averages the integration team can help deliver the value that management is striving to achieve.”

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