M&A Talent Management

M&A Talent Management: A Key Strategy for Performance.

When a company embarks on a merger and acquisition (M&A) process, the financial and legal aspects often take centre stage. However, an equally decisive factor is often underestimated: talent management. According to a study by McKinsey, almost 70% of transactions fail to create the expected value. One of the main reasons for this is the loss of key employees.

How do you ensure the retention, integration and motivation of teams before, during and after a merger or acquisition? Discover a strategic roadmap for securing this essential asset.

Anticipating talent retention before the transaction

Even before the deal closes, it is essential to identify the strategic employees whose expertise and commitment will be crucial to the success of the merger project.

• Mapping key talent

An in-depth analysis of skills, critical positions and informal leaders enables you to anticipate the risks of departures and define appropriate strategies. This approach is based on an alliance between HR issues and the company’s strategic objectives.

• Defining personalised incentive plans

To retain talent, it is necessary to put in place appropriate incentives:

• Financial: retention bonuses, stock options, long-term bonuses.
• Non-monetary: development prospects, training, managerial recognition.

According to a Harvard Business Review study, companies with solid retention strategies see their attrition rate fall by 30% during M&A deals.

Facilitating integration during the transition

The announcement of a merger or acquisition can generate stress and uncertainty within teams. Proactive management of this phase is crucial to maintaining a climate of trust and ensuring a smooth transition.

• Adopt transparent and engaging communication

Clearly explaining the organisational impacts, opportunities and strategic vision of the merger helps to defuse resistance and get teams on board. Proactive communication, via information meetings and appropriate internal channels, is essential.

• Creating a shared, inclusive culture

When two companies with different values and operating methods merge, the challenge is to build a shared culture, while respecting pre-existing identities.

Intercultural workshops, team-building sessions and mixed working groups are effective ways of encouraging collaboration and support for a new dynamic.

Ensuring the development of teams after the merger

Once the transition is complete, it is essential to consolidate synergies and ensure the long-term commitment of employees.

• Encouraging professional development

Offering training, coaching and internal mobility opportunities helps to boost team motivation. Focusing on the development of soft skills and post-merger leadership is also a key success factor.

• Establish continuous feedback

Putting in place monitoring tools such as engagement surveys and regular interviews makes it possible to adjust the HR strategy quickly and respond to the concerns of teams. Attentive and responsive management is the key to a calm and productive social climate.

How does Escadrille support your M&A strategy?

At Escadrille, we help companies to structure and optimise their M&A projects by combining strategic analysis, organisational structuring and key talent management.

Case in point: We recently assisted a company in the agri-food sector with its international expansion. Using in-depth market research and a tailored HR strategy, we identified high-potential areas and put in place an effective integration plan, reducing staff turnover by 25%.

Do you want to secure your talent management in the context of a merger or acquisition? Let’s talk about it now! 🚀

Contact us for a personalised consultation!