Our merger and

acquisitions survey

Merger and acquisition surveys aren’t as popular as we think they should be. We think they’re important as they allow you to understand how your people are coping with the accelerated rate of change.

When it comes to your people, mergers and acquisitions have particular impacts on retention and productivity. A well-designed merger and acquisition survey like ours, should help you to keep the pulse on how your people are thinking and feeling about the changes within your organisation.

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47 %

47% of key employees leave a company within a year of a merger or acquisition

Gallup

Comes as
standard

Not all employee surveying platforms have merger and acquisition surveys included as standard, so this capability already sets us apart from the crowd.

Timing
is crucial

We offer two surveys designed to be used together – one post-announcement and one post-integration. This gives you full coverage to understand what your people want and need during these turbulent times.

The
science

The 9-question post announcement survey focuses on key neuroscience areas such as safety, clarity and meaning and purpose. Whilst the in-depth 17-question post integration survey dives deeper into more neuroscience areas to support a more holistic view of integration success.

33 %

Over 33% of acquired employees leave after an acquisition

SSRN

Why should you use
our M&A surveys?

Improve employee retention

Listening to your people during difficult times will create goodwill. Whilst it’s important to act on the feedback you receive, simply taking this crucial first step will help your people feel heard and valued. This is vital during tough times.

Ensure everyone has the resources they need to succeed

When HR teams and managers are busy it’s easy for things to fall through the cracks. By listening to your people you are able to quickly identify if there are gaps in resourcing or equipment that are hampering productivity.

Create more clarity for your people

Clarity is so important for your people’s engagement. Understanding how they’re receiving organisational messaging will allow you to mitigate problems that arise quickly, rather than waiting for information to filter through via office chit chat.

Build trust within your organisation

Building trust is a slow process and it’s easy to lose trust very quickly. By investing in your people’s anonymity you’re showing that you value their feedback. This will help build and maintain trust at all levels within your organisation.

Create a culture of listening

During a merger or acquisition you can reassess and redirect what you want your culture to look like. By starting with listening you can show your people that this is how you mean to go on, and create a culture that values open and honest two-way feedback.

75 %

75% leave within the first three years post-M&A

Gallup

What actionable insights
might you gain from
our M&A surveys?

Small issues that might become bigger problems

By surveying twice during the merger and acquisition process you will be getting timely feedback. This will help you identify, isolate and fix small problems before they escalate. This will save you resources and time in the long run.

Key strengths

Our customers often find the process is going even better than they had hoped. By learning what you’re doing well you can take key learnings forward and apply them in a wider context. Plus, you can reassure leadership teams that you have a handle on team morale.

Suggested actions from your team

You may find that team members come up with valuable ideas or suggestions that you’re able to implement to make the process better for everyone. Our customers often find that their team members share something that they had overlooked.

Breakdowns in communication

Your plan may be flawless, but sometimes messaging gets missed or misunderstood. By understanding when communication breaks down, you can correct these kinds of communication failures quickly and directly. Our closing the feedback loop tool helps do this anonymously.

Areas to return to

Your surveys may uncover issues not directly related to your merger and acquisition process. If this is the case, you can communicate a clear plan of action to your team and return to it at a later date.

Get (even) more insight with
these complementary surveys

Employee Voice

Stay reactive to the changes to what your team needs and wants with our always-on listening offering.

Learn more

Cultural Assessment

Understand the wider context of how people think and feel about your workplace culture with our in-depth survey that will give you all the context you need to make decisions in everyone’s best interests.

Learn more