Dylan Roberts's Linkedin Analytics

Harmonising Compensation & Benefits – Aligning Pay Structures, Benefits, and Equity Incentives Fairly and Effectively ⚖️ When two organisations come together in an M&A deal, aligning compensation and benefits is one of the most complex and sensitive aspects of integration. It goes beyond numbers on a payslip - this is about perceived fairness, motivation, and trust. Missteps in harmonising rewards can lead to employee dissatisfaction, increased attrition, and damage to employer reputation. Handled well, however, a thoughtful approach to aligning pay and benefits can become a tool for building unity and driving performance in the newly merged entity. #hr #leadership #mergers #business #privateequity

Retention strategies post-M&A --- “You Can’t Retain Talent If You Don’t Talk to Them” Retention starts before Day 1 post-acquisition. Yet many acquirers don’t engage top talent until it’s too late. I have shared 5 simple moves that can save your best people: 👉 https://lnkd.in/ehjwuvgW #hr #leadership #retention #mergers #acquisitions

🌟 The M&A People Playbook 🌟 Chapter 5: Communication Strategy: Managing Fear & Uncertainty – Best Practices for Internal Messaging, Town Halls, and Avoiding Panic In any merger or acquisition, uncertainty is inevitable. The moment a deal is announced, employees are flooded with questions: What does this mean for me? Will I still have a job? Will the culture change? Without clear, consistent communication, these questions quickly give way to fear, speculation, and disengagement. That’s why a thoughtful internal communication strategy is essential to keeping people informed, reassured, and engaged throughout the M&A journey. #hr #leadership #mergersandacquisitions #business #culture

So, some may know that I have a maths background along with a smattering of economics, and it seems to me there has been a lot of confusion around the world recently over tariffs. Browsing youtube last night, I came across this short analysis on how the US administration appears to have come up with their new tariffs and, to be frank, the plain stupidity over how these tariffs have been concocted. The youtube clip is around 18 minutes long (link in the comments). You don't need to watch it all, especially if you're not that into mathematical formula, but it's worth it to understand why economists of this world are all scratching their heads right now and trying to understand what the US administration's goal is with all this. My base summary from this is that the new US tariffs are calculated using the wrong data, literally looking at exactly the wrong indices, and without any application of common sense or concern over global trade and welfare. They create a lot of headlines though, and perhaps that's a factor. #tariffs #tradewar #mathematics

Post-merger life can feel like: ➡️ New hoodie ➡️ New org chart ➡️ Same old confusion People take time to catch up with the paperwork – and that’s OK. Be kind. Be clear. And maybe don’t change everything at once. #mergers #people #hr #fridayfeeling

✨ The M&A People Playbook: Chapter 9 📖 Employee Engagement & Cultural Rebuilding Post-Acquisition – Strategies for Fostering Trust, Belonging, and a Shared Vision Once the dust settles after a merger or acquisition, the real work begins: bringing people together. While financial and operational integration may get priority early on, rebuilding employee engagement and culture is what truly determines whether a deal thrives or merely survives. This phase is less about structure and more about sentiment - creating a sense of belonging, aligning people behind a shared purpose, and helping teams reconnect with what it means to work together in a new environment. #hr #leadership #acquisitions #integration #culture

“Free coffee and ping pong tables don’t make a culture. Purpose, trust, and leadership do.” 👀 What’s the most overhyped ‘cultural’ perk you’ve ever seen?

🌟 The M&A People Playbook - Chapter 7 🌟 "HR Integration: Merging Policies, Processes & Systems – How to Integrate HR Tech, Compliance Frameworks, and Performance Management" In the flurry of a merger or acquisition, the integration of HR functions is often underestimated. Yet HR plays a vital role in ensuring operational continuity, legal compliance, and cultural alignment. Merging policies, processes, and systems isn’t just an administrative task - it’s a strategic move that directly affects the employee experience and the long-term success of the new organisation. Done well, HR integration can help standardise operations, improve efficiency, and provide a consistent experience for all employees. Done poorly, it can lead to confusion, non-compliance, and disengagement. What are your thoughts on the best approaches to integrating HR functions post-merger? #hr #leadership #business #mergers

🌟 The M&A People Playbook - Chapter 8 🌟 Legal & Compliance Considerations in Workforce Integration – Navigating Employment Law, Redundancies, and Contractual Obligations 🌟 As organisations navigate mergers and acquisitions (M&A), the legal and compliance aspects of workforce integration often sit in the background - until they don’t. From employment contracts and consultation obligations to redundancy processes and regional employment laws, failing to handle these elements with care can expose your business to risk, reputational damage, and costly delays. The good news? With early planning and close collaboration between HR and legal teams, you can navigate the compliance landscape confidently and ethically. #hr #business #leadership #legal #acquisitions

Have you ever considered that the success of mergers and acquisitions often hinges on the 'people' element? 🤔 In the whirlwind of financial negotiations and strategic planning, it's all too easy for companies to overlook one critical aspect: their people. Talent, leadership, and culture aren't just buzzwords; they're the backbone of a seamless integration. When these elements are misaligned, they can unravel even the most promising deals. It's essential to remember that employees are not mere cogs in the machine but active participants whose engagement can make or break an M&A outcome. So how do we ensure a smooth transition? By focusing on transparent communication, fostering trust, and aligning organisational cultures from day one. What strategies have you found effective in bridging cultural differences during an acquisition?