It may seem the obvious thing to do, but many organisations undertaking M&A do not effectively articulate and communicate the business case that underpins their decision to merge or acquire. Often this results in unexpected business and cultural outcomes, and this should be central to your culture strategy in M&A.
Only by understanding overall business context and deal rationale is it possible to develop and execute a coherent culture strategy aligned to realizing value from a deal, as well as enabling future business outcomes for a combined organization.
Through our 25 years of experience, we’ve observed that most current and desired cultures can be described by one or more of six cultural archetypes. This article focuses on the People-First Culture. Some other words for People-First? Empowerment, development, safety, care, relationships, and fun.
Are you one of those people who are reluctant to say “no”?
I was recently discussing with a friend some of the changes that we have both seen in the workplace in the last 20 years. One of them was the mobile phone. I can still remember when fixed lines were the only way to contact clients. And it was fairly easy: I never used to struggle to talk to my clients over the phone – I sometimes had to leave a message but they would call back or I would call them back later myself.
Each year our Director Europe, Amanda Fajak, dives into Glassdoor’s Employees Choice Awards list and retrieves the common culture pearls and themes.
This year she saw a new pattern emerging, and it wasn't just the free lunches. So what are the qualities of a great place to work? And what makes a company Glassdoor great?