Compare the starting points.
Understand each organisation’s behaviours, people practices and relationship strengths. Identify differences that may affect the combined strategy.
Vibe Cultural M&A
Get to the heart of the deal.
Understand the people, relationships and working practices behind the numbers. Vibe combines cultural assessment, people diagnostics and specialist consultancy to help you plan a merger or acquisition around the value you need to protect and create.
THE HUMAN SIDE OF INTEGRATION
Bring the businesses together. Keep what makes them valuable.
Identify where the two cultures align, where they differ and which people risks need attention. Use the findings to focus integration while protecting the strengths of each business.
EMPLOYEE & LEADERSHIP INSIGHT
Hear how both organisations really work.
Tailored employee research explores leadership, communication, inclusion, reward, development and wellbeing across both businesses. Leadership feedback adds insight into decisions, relationships and alignment.
FROM FINDINGS TO A PEOPLE PLAN
Give day one a direction. Keep learning after it.
Turn findings into priorities for communication, leadership, organisation design, retention and ways of working. Agree owners and review points before implementation, then revisit experience as integration progresses.
WHAT YOU TAKE AWAY
A shared plan for the people side of the deal.
Give leadership and integration teams a clear set of findings, priorities and responsibilities.
- A comparative view of both organisations’ people practices and cultural strengths.
- Priority risks, opportunities and dependencies for the integration team.
- A people integration plan aligned to the combined business strategy.
- A communications and leadership agenda for the transition.
- An agreed scorecard and review cycle to track delivery and emerging sentiment.
RELEVANT EXPERIENCE
Experience supporting leaders through acquisition.
See how ZeniMax’s senior team explored leadership behaviours and reactions to change during an acquisition.
Read the ZeniMax case studyOUTCOMES & RETURN ON INVESTMENT
Agree the impact. Track the change.
Make cultural integration priorities explicit before and after the transaction, and review whether the combined organisation is working better together.
Own the integration.
Agree priorities for communication, leadership, retention and working practices. Set responsibilities and milestones for the people plan.
Review how it is landing.
Track agreed employee feedback, integration milestones and relevant people indicators. Explore where alignment is improving and where friction remains.
How we assess progress and value
| The outcome | How to assess progress |
|---|---|
| Critical skills and knowledge | Retention of critical roles, vacancy time and replacement costs. |
| Customer and service continuity | Continuity of important customer relationships, service measures and recurring issues. |
| Leadership and employee confidence | Clarity of roles and decisions, leadership alignment and employee sentiment. |
| Integration delivery | Completion of agreed milestones, dependencies resolved and avoidable duplication reduced. |
Build the business case.
Use verified benefits such as replacement costs avoided, duplicated activity reduced and time saved. Compare their attributable value with the full programme cost, including internal delivery time.
Agree a baseline, review period and benefit owners. Include delivery and implementation costs, and account for other changes affecting the result.
ROI = (attributable benefit − total programme cost) ÷ total programme cost × 100
YOUR NEXT MOVE
Plan the people side of your next transaction.
Explore your priorities through a free, friendly 30-minute initial consultation.
Book a free consultation ↗