Most mergers and acquisitions fail because they present a steep change management challenge that leaders are not equipped to handle. Complex and stressful dynamics involved in integrating two organizations are often overwhelming and may result in key people leaving. Even in situations where there is a solid business rationale for the integration of two firms, cultural differences and poor management practices can be significant factors leading to merger failure. Our approach to mergers and acquisitions reduces the confusion and dissatisfaction that directly impacts the organization’s momentum and performance.

Recent research confirms that employees in acquired organizations report lower overall satisfaction and trust in management, as well as a diminished sense of job security compared to employees in acquiring firms or employees in organizations not involved in M&A activities. Employees’ concerns really do matter. MDA’s M&A services assist change leaders, both pre- and post-merger, in implementing the right leadership, organization design, involvement, communication, and staffing strategies that solidify employee commitment, motivation, and satisfaction.