The success of any integration is determined by people, not by contracts
Mergers and acquisitions are among the most complex processes an organisation can undergo. While attention is often focused on its legal, financial, and operational aspects, the success or failure of an integration process mostly hinges on the human dimension.
Research shows that more than 70% of mergers/acquisitions fail to achieve their objectives, most commonly due to the loss of key personnel, cultural differences, and lack of communication.
As organisations merge, different cultures, management styles, and values intertwine, making successful personnel management critical to preserving knowledge capital, trust, and stability during this period.
Our Approach
Profil helps organisations manage the HR and cultural aspects of business transformations. As your strategic partner, we will support you throughout all phases of the merger, from preparation and personnel due diligence through to team integration and the establishment of a shared culture. Our approach is structured, yet human-centred, with the aim of:
- identifying leadership potential and key drivers for future development,
- assessing the organisation’s readiness for change and managing resistance-related risks,
- ensuring a clear and efficient organisational structure,
- measuring and sustaining employee commitment and trust,
- harmonising values, habits, and behavioural patterns into a shared culture, and
- leading change in a way that maintains trust and promotes integration.
Our approach is grounded in analytical insight, inclusive communication, and facilitated processes that ensure organisations do more than connect after a merger, but instead function and feel like a unified team.
Key Leverage Points for Support
Leadership Potential Analysis
Identification of key individuals and teams with the greatest impact on integration success, enabling informed decision-making on leadership structures and retention of critical knowledge.
Read moreAssessment of Readiness for Change
Systematic assessment of how well people and processes are prepared for the merger, enabling timely resistance management and targeted communication.
Read moreOptimising Organisational Structure
Creating an efficient and transparent structure that supports new business objectives, reduces duplication, and strengthens accountability and decision-making.
Read moreMeasuring Organisational Climate and Satisfaction
Quantitative and qualitative insights into employee sentiment during periods of change, enabling early identification of risks and targeted support for key groups.
Raed moreBuilding and upgrading organisational culture
Aligning the values, behaviours, and symbols of both organisations into a shared, inclusive culture that fosters a sense of belonging and cooperation.
Raed moreChange management
Preparing the structure and communication to guide people through change, using the world-renowned “Prosci” method to ensure understanding, commitment, and sustained integration of change.
Raed moreBusiness Effect
This integrated approach helps organisations to:
