Growing through acquisitions can be a fast track to increase size, volume, profitability, market share, etc.  .. value, and requires an intense and complex process to make it a reality. This must also include ensuring post-acquisition integration, the effective integration of organizations and their stakeholders after the agreements are signed and the operation is effective, - the lever that unlocks synergies and expected growth.

However, this phase is not always given the necessary attention, perhaps because it is the last of a complex process, .but no less important, but rather the opposite: a deficient or conflictive integration can quickly cause loss of the value intended to be created, if not also unexpected losses (e.g. teams departures, loss of projects, etc. inefficiencies, duplicities, cultural clashes, poor human resources management, etc.). However, an integration conducted in a transparent, prudent and constructive way will contribute to deploying the synergies and greater value resulting from integration.

Therefore, it is a key part of the process - due diligence, valuation, negotiation and signing of agreements - not to neglect a thoughtful integration plan and fit not only of systems (e.g. IT, processes, plants, operations), but also integrate teams and people at all levels, minimizing risks and clashes between business cultures post-closing.

The human factor is crucial, and must be addressed from the initial phases of the process with solid leadership to align capabilities and teams oriented to new shared objectives. It is not always easy, - in fact, the management of personal relationships is very complex-, but it is essential, and here the policy and communication skills and paying attention to the information and feedback from the professionals, teams and advisors both internal and external of each of the parties having participated in the operation is especially useful for the executives leading these processes.

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© amber legal & business advisors This document is a compilation of legal information for general use and should not be considered legal advice. For specific information and advice you can contact us at info@amberbas.com and www.amberbas.com

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