[Trevor Cassaberry]

The percentage of M&A transactions that fail to profit can vary widely depending on the industry, economic conditions, and the specific circumstances of each deal. However, studies have suggested that anywhere from 50% to 90% of M&A transactions fail to deliver the intended value or profit. Factors contributing to this include overpaying for the target company, cultural clashes, integration challenges, and underestimating risks.
Cultural and integration challenges are often the biggest hurdles in M&A because they involve merging different organizational cultures, processes, and systems. When two companies come together, they may have different ways of doing things, communication styles, and employee expectations. If these differences aren’t addressed effectively during integration, it can lead to conflict, low morale, and loss of key talent. Cultural alignment and integration planning are essential to ensure a smooth transition and maximize the value of the deal.
M&A transactions can fail for a variety of reasons, but poor integration planning is often cited as the most significant factor. Even if the research is thorough, if integration isn’t well-executed, it can lead to problems with culture clashes, operational inefficiencies, and loss of key talent. Both research and integration planning are crucial, but integration can make or break the success of a deal.

[Bruno Turqueto]

I was once tasked with valuing a tech company with roughly 200 developers. These developers, however, were part of a unique “cooperative” hiring regime. This meant they weren’t traditional employees but rather belonged to a pool of developers contributing to a specific cooperative.
The acquiring company acknowledged this risk. They assessed the potential costs associated with transitioning these workers to standard employee contracts in Brazil. However, a crucial misstep occurred – none of the developers were interviewed.
Following the acquisition, the company attempted to convert these workers to a different employment regime, leading to significant layoffs. Unfortunately, the cooperative structure wasn’t designed for traditional employment. These developers preferred the flexibility of working nights and varied shifts offered by the cooperative. Faced with a forced change, they changed jobs.
This resulted in a substantial workforce loss, forcing the company to record a major impairment in the year following the acquisition.
They major error was not understanding the culture of the company before the acquisition.

[Author]

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