Mergers and acquisitions are getting increasingly common in the business world, but they bring a large amount of risk and challenges in the organization. Since employees are the most valuable assets, the biggest challenge is bringing together the respective cultures of both companies and the adaptation of the new work environment. To avoid the occurrence of such issues it is important to integrate and maintain company culture after the merger, which is the objective of this presentation. This template will be useful for middle level management which is responsible for executing organizational plans in conformance with the companys policies and the objectives of the top management. Here we have covered the current situation analysis wherein we have discussed companys productivity and revenue for 4 years, assimilation strategy which is currently adopted by our company, and cultural issues faced by the company after mergers and acquisitions. Cultural parameters are analyzed to objectively measure and evaluate the companys culture at both companies. Furthermore, a better cultural strategy like integration strategy is considered in the company following with top down approach. We have defined the roadmap for cultural integration journey and workshops to be conducted during post merger cultural integration. The presentation describes the impact of new corporate culture in the organization which results in such areas, as work timings, decision making, communication, risks etc. After cultural change employee performance is measured by employee turnover rate and employee net promoter score for better stability and consistency in the company. https://bit.ly/3dheq8E

1. Integration of
Culture within the
Organization
Your Company Name

2. Objectives for Cultural Integration
2
› To have a successful M&A, since 70% of companies fail to
deliver the benefits because of cultural issues
› To introduce better culture values, beliefs, and behaviors in
our company after the merger
› To have 12% faster integration process to maintain the
support from the employees in the company
› To improve the company’s performance by 21%
› Add text here
› Add text here

3. Table of Content
3
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan

4. Table of Content
4
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan

5. Company’s Productivity and Revenue for 4 Years
5
The purpose of this slide is to provide a glimpse of the company’s productivity and revenue for 4 years decreasing after the merger and
acquisition due to incongruent cultural fit.
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100
150
200
250
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20
40
60
80
100
120
140
160
2017 2018 2019 2020
Totaloutputin00’sunits
Amountin$millions
Years
Revenue Productivity
After the merger, the productivity
and revenue started decreasing
since the company failed to deliver
the anticipated benefits because
of the cultural issues
Year of merger 2019
Key Insights
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

6. Assimilation Strategy Adapted by Our Company
6
Our Company
The purpose of this slide is to provide a glimpse of the assimilation strategy which is currently adopted by our company wherein our company
dysfunction its culture and adapts that of the company X.
What is New/ Different
› Works best when our company has a weak culture
› Company X has a strong culture with clearly defined values
› Add Text Here
Features of Assimilation Strategy
› Inspiring Vision
› Inspirational Leadership
› Inspirational Environment
› Relentless Innovation
› Add Text Here
› Add Text Here
Company X
(Acquiring Company)Accepts the cultural values of
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7. Cultural Issues in Company Due to Mergers and Acquisitions
7
Slow decision-making due to
different decision-making styles used
by both companies.
16% increase in employee attrition due to
the shift in leadership styles which leads to
loss of top talent in the company.
Different beliefs in modus operandi
since both companies have different
working models and beliefs.
34% of Employees resist
change and implementation of new
strategies within the company.
The purpose of this slide is to provide a glimpse of the cultural issues faced by both the companies during mergers and acquisitions leading to
slow decision making, increase in employee attrition rate etc.
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8. Table of Content
8
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan

9. Analyzing Merged Companies Cultural Integration
9
Parameters Our Company Company X
(Acquiring Company)
Work Timings Flexible Rigid
Decision Making Centralized Dispersed
Focus On results On process
Communication Verbal Written
Risks Tolerant Averse
Add Text Here Add Text Here Add Text Here
7. Add Text Here Add Text Here Add Text Here
The purpose of this slide is to provide a glimpse of the cultural parameters to objectively measure and evaluate the company’s culture at both the
companies.
Add Text Here
Due to assimilation strategy, our
company will acquire all the
cultural values of company X
Add Text Here
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Key Insights

10. Table of Content
10
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan

11. Integration Strategy
11
The purpose of this slide is to provide a glimpse of the integration strategy wherein merging companies combine the two or more cultures into a
new composite culture.
Features
› Builds on equal trust in each other’s cultural strengths and weaknesses
› Improves existing cultures, by considering the best of both the firms
› Add Text Here
Combine their cultures to form a
new composite cultureOur Company
Company X
(Acquiring Company)
New Culture
› Flexible working Hours
› Dispersed Decision Making
› Written Communication
› Risk Averse
› Flexible working Hours
› Dispersed Decision Making
› Written Communication
› Risk Averse
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12. The Top-Down Approach
12
The purpose of this slide is to provide a glimpse of the top-down approach in the company which starts by redefining the mission and values of
the organization, then seeks to cascade the changes to the organization at large.
Features
› Our company will use integration strategy
through top-down approach
› Provides stability and maintains
organizational discipline
› Usage of command-and-control decision-
making style
› Add Text Here
Upper management decide
on cultural change such as:
› Work timings
› Decision making
Tasks are delegated to
the lower management
Employees receives the
change reform
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13. Table of Content
13
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan

14. Define a Roadmap for Cultural Integration Journey
14
The purpose of this slide is to provide a glimpse of the cultural change roadmap presenting a journey of different strategies to be followed to
achieve a targeted culture.
15th
Aug
18th
Aug
25th
Aug
29th
Aug
8th
Aug
The Need for
Cultural Integration
Clarify strategic
objectives for the
culture change journey
Communicate
Follow the top-down
approach and give
instructions to the lower
level management and
decisions are
implemented quickly
Examine Cultural
Differences
Be clear and direct
about disparities so that
it will be easy to
address the gaps
2020
Choose the Right
Strategy
The company will
choose an integration
strategy to improve the
existing culture
Define New Culture &
Develop a Cultural
Integration Plan
Dedicate resources to
create tools for facilitating
cultural integration,
measurement, and
management
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15. Workshops During the Post-Merger Cultural Integration Process
15
The purpose of this slide is to provide a glimpse of various workshops to be conducted in the company to influence corporate culture after the
post-merger integration processes.
Workshop Name Duration Effective Date Motive of Workshop Targeted Management Method/Strategy Involved
Communicate
Goals & Objectives
0.5 Day 16th September
The integration plan is
drafted to make sure
everybody understands why
the organizations merge and
what is going to be achieved.
All levels of management Bottom Up Approach
Cultural
Differences
0.5 Day 19th September
Why are we culturally
different and how do we deal
with this diversity. In which
areas will we accept diversity
and in which areas we will
not?
Lower Level Management Top Down Approach
Learn to Seek
Opportunities
0.5 Day 22nd September Add Text Here Add Text Here Add Text Here
Add Workshop 0.5 Day 25th September Add Text Here Add Text Here Add Text Here
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16. Table of Content
16
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan

17. Impact of Developing a New Corporate Culture Plan
17
Our Company Company X New Culture
Work Timings Flexible Rigid Flexible
Decision Making Centralized Dispersed Centralized
Focus On results On process On process
Communication Verbal Written Written
Risks Tolerant Averse Averse
Add Text Here Add Text Here Add Text Here Add Text Here
Add Text Here Add Text Here Add Text Here Add Text Here
The purpose of this slide is to provide a glimpse of the cultural framework showing a collection of diverse perspectives among the companies
wherein they work together to improve their weak areas.
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2
4
3
6
7
5
Parameters
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18. Table of Content
18
› Company’s Productivity and Revenue for 4 Years
› Assimilation Strategy Adapted by Our Company
› Cultural Issues in Company Due to Mergers and Acquisitions
Current Situation Analysis of Our Company
› Analyzing Merged Companies Cultural Integration
› Your Text Here
Analyzing the Current Flaws in the Company’s Culture
› Integration Strategy
› The Top-Down Approach
Strategy and it’s Approach
› Your Text Here
› Your Text Here
Employee’s Performance Measurement Metrics Post Cultural Integration
› Your Text Here
› Your Text Here
Impact of Developing a New Corporate Culture Plan
› Define a Roadmap for Cultural Integration Journey
› Workshops During the Post-Merger Cultural Integration Process
Develop a Culture - Change Plan

19. Employee’s Performance Measurement Metrics Post Cultural Integration 1/2
19
The purpose of this slide is to provide a glimpse of the employee performance measurement by employee turnover rate and employee net
promoter score metrics required to measure the stability and consistency of the workforce in the company.
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10
20
30
40
50
Jan Feb Mar Apr May Jun Jul Aug Sep Oct nov Dec
Turnover
Month
Measure
Monthly Annualized
272
215
472
Detractors Passives Promoters
› Low Employee turnover rate (ETR) proves a successful
company culture.
› Add Text Here
› Employee net promoter scores (ENPs) seeks to measure
the employees’ engagement and their deeper perspective
of the company’s culture.
› Add Text Here
ETR
ENPs
ENPs = % Promoters - %Detractors
ENPs = 49% - 28%
ENPs = 21%
23%28% 49%
Features of
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

20. Team SLA Workload Closdure Rate
Team name here 100% 10% 23/d
Longer then before team name 98% 88% 56/d
Team name 98% 98% 11/d
Team name in here 95% 5% 5/d
Team name here 90% 70% 0/d
Longer team name 85% 86% 0/d
Team name #1 82% 21% 12/d
Employee’s Performance Measurement Metrics Post Cultural Integration 2/2
20
The purpose of this slide is to provide a glimpse of the employee performance measurement post cultural integration required to measure the
stability and consistency of the workforce in the company.
$0k
$2k
$4k
$6k
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec $0k
$2k
$4k
$6k
$8k
$10k
Average Closure Rate
Closed Today
Closed this Week
5
38
Open Work
Due Today, 20
Overdue, 8
Due this
week, 200
Overdue, 20
Due this
week, 328
Due Today, 52
Unallocated
Work, 228
Allocated
Work, 400
82%
Worst Team: Add Team Name Goal: $8K or less Max: $25K
SLA Compliance
7.4K
General Cost ($) Average Work Closure Rate
Amount of Work Completed on
time VS Overdue
228/Day
Worst Workload (Weekly Center (110%)
Teams Workload (Weekly Hours)
Last 30 Days Last 30 Days
Teams League Table
Average
98%
Worst
110%
Open
Workunits
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

21. Integration of Culture within the Organization Icons Slide
21

22. Additional Slides
22

23. Separation Strategy
23
What is New/ Different
› Firms operate successfully in different businesses requiring different cultures
› Used when firms operate in different industries, countries and have different market structure and needs
› Add Text Here
Features:
Our Company
› Inspiring Vision
› Inspirational
Leadership
› Add Text Here
› Add Text Here
Company X
(Acquiring Company)
› Inspirational
Environment
› Relentless
Innovation
› Add Text Here
› Add Text Here
Minimum or no
merge of
cultures

24. The Bottom-Up Approach
24
Higher management reinforce the new
culture behaviors
Requirements are communicated clearly
to the upper management
Employees create a list of changes to be
made in the company:
› Work timings
› Decision making
Features:
› Creates expertise and creativity
for the entire team
› Increases productivity and
efficiency
› Add Text Here
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25. Collaborative Change
25
The purpose of this slide is to represent all levels and functions to make leaders work as a team and make good decisions quickly.
Company A
Company CCompany B
Collaborative
Change
› Reward Innovation
› Add Text Here
› Delegation of Tasks
› Add Text Here
› Encourage open mindedness
› Add Text Here
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26. Company’s Current Corporate Culture
26
The purpose of this slide is to provide a glimpse of the company’s current culture values and goals.
Goals & Strategies
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your audience's attention.
Values
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capture your audience's attention.
Vision & Mission
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and capture your audience's attention.
CORPORATE
CULTURE

27. Understanding the Choices for Integration Strategy
27
Absorption
Requires fundamental change in
the acquired firm, but little
change in the acquiring firm
Transformation
Requires more fundamental
change for both firms
Stand Alone
Requires little change
by either firm
Reverse Acquisition
Requires high degree of
change in the acquiring firm as
they adopt the ways of the
acquired firm
Best of Both
Requires substantial
changes in both firms
High
Low
Low High
Degree of Change in Acquiring
Company
Degree of Change
in Acquired
Company
The purpose of this slide is to provide a glimpse of integration strategy choices in terms of the degree of change required by the acquiring firm
and the acquired firm and provides fundamental change for both firms.
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28. Cultural Integration Roadmap
28
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it to your needs and capture your
audience's attention.
2017
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it to your needs and capture your
audience's attention.
2018
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it to your needs and capture your
audience's attention.
2019
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it to your needs and capture your
audience's attention..
2020

29. 30 60 90 Days Plan
29
First 30 days First 60 days First 90 days
Heading Add Text Here Add Text Here Add Text Here
Heading Add Text Here Add Text Here Add Text Here
Heading Add Text Here Add Text Here Add Text Here
Heading Add Text Here Add Text Here Add Text Here
1
2
4
3
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30. Monthly Timeline with Task Name
30
Sample Text Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Task Name
Task Name
Task Name
Task Name
Task Name
Text Here
Text Here
Text Here
Text Here
Text Here
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31. Thanks for Watching!
31
Contact Number
0123456789
Address
# street number, city, state
Email Address
emailaddress123@gmail.com