Common pitfalls would be : The ability of the buyer and target companies to integrate in structure, leadership and culture has a huge influence on the ability of the new company to realize merger synergies and strategic benefits. Generally acquisitions trigger fear and anxiety among employees in the target firm and that these emotions like “Will I have a job?” “Will my pay and benefits change?”, “who will I report to?”, “Will I have to move?” can damage efforts to realize benefits from the deal. Delay in responding to these issues will be costly to organizational terms.
Not focusing right leadership at all levels of the organization, post merger integration is not going to be simple exercise knowing the challenges in managing the entire new systems of the company. Thanks
