In this digital session, Partner Liz Hunter teamed up with Dominic Wrench, Managing Associate at MDR ONE and attorneys and shareholders, Candace Quinn and Christian Antkowiak from Buchanan to explore some of the key considerations organisations should keep front of mind when navigating the post transactional period, in order to facilitate post-deal integration.
Our five key takeaways from this insightful discussion included:
- Integration vs. Harmonisation: It's important to distinguish between integration (uniting) and harmonisation (creating commonality) in post-closing processes. These should not be conflated, as they involve different strategies and considerations.
- Talent Attraction and Retention: Developing a unified plan to attract and retain talent is crucial. This includes implementing short and long-term incentive plans, performance metrics, and cash bonuses to motivate integration and align with company values.
- Cultural and Legal Considerations: Addressing cultural alignment and understanding legal restrictions, such as those related to terminations and TUPE obligations, are essential for successful integration and harmonisation.
- Equity and Reward Systems: Evaluating and potentially revamping equity and reward systems is necessary to align with the overall business strategy. This includes considering the impact of structural changes on KPIs and eligibility for tax-advantaged plans.
- Proactive vs. Reactive Approaches: A proactive approach involves aligning with the existing workforce, updating handbooks and policies, and considering restructuring and RIFs with legal restrictions in mind. A reactive approach focuses on addressing issues identified during due diligence.