The M&A Experience of Mathilde Lugger at sunday
As the HR Director of sunday, Mathilde Lugger has led post-acquisition integration processes and participated in several acquisition opportunity analyses. Her central role in assessing the "people" aspect has enabled her to develop specific approaches for evaluating and integrating targeted companies.
Company Culture According to Mathilde Lugger
A Culture Based on Valued Behaviors
Mathilde defines company culture as the sum of daily valued behaviors, whether explicitly recognized or implicitly encouraged. It relies on elements such as:
The behaviors that define a top performer beyond technical skills.
HR processes, such as performance evaluation models, that reveal cultural priorities.
The Key Role of Managers and Leaders
Managers and leaders directly influence culture through:
The decisions they make and their explanations.
The exemplary behaviors they adopt.
“Culture manifests in what is valued and recognized daily, even unconsciously.”
The Due Diligence Phase at sunday
A Thorough and Qualitative Analysis
During due diligence phases, Mathilde emphasizes a human and qualitative approach, notably by:
Visiting offices to observe the atmosphere, interactions, and work pace.
Requesting evaluations of employees by the founders, or conducting individual interviews.
Assessing the maturity of processes and the formalization of culture.
Focus on the Acquisition Objective
Before undertaking this evaluation, it is crucial to define the main objective of the acquisition:
Is it for the team? If so, cultural fit is paramount.
Is it for the product? The team may be less central in this equation.
“If the cultural fit is insufficient when the team is key, it is better not to make the deal.”
The PMI (Post-Merger Integration) Strategy at sunday
Total Integration and Attraction Process
For sunday, the goal is complete integration encompassing administrative, branding, and product aspects. Mathilde emphasizes the importance of attracting the acquired company's employees, who have not always chosen to join sunday.
Concrete Actions for Successful Integration
Welcome session with Q&A: celebrate integration and highlight the expertise of the acquired company.
Structured onboarding: share information about sunday and provide practical tools for new arrivals.
Integration of executives into sunday's leadership team.
Valuing and Harmonizing
Mathilde places great emphasis on valuing what the acquired company has built while harmonizing processes to ensure organizational unity:
Harmonization of salary grids and recruitment processes.
Fair allocation of equity shares.
Clear definition of expected skills by level of seniority.
“Employees must feel valued and reassured from their first day.”
FAQ – Answers to Common Questions About M&A at sunday
Why Evaluate Each Employee During Due Diligence?
This helps to better understand each employee's potential and concerns and anticipate the specific needs of integration.
What is the Importance of HR Documentation During Due Diligence?
Salary grids, promotion histories, and other documents reflect the HR maturity and culture of the targeted company.
How to Attract Employees from the Acquired Company?
By valuing their past successes, addressing their concerns, and creating a structured and engaging onboarding.
Mathilde Lugger's Tips for a Successful Acquisition
Clarify Integration Objectives
“Define what a successful integration is from the start. This guides all actions to be taken.”
Anticipate Employee Concerns
Addressing their fears helps strengthen their commitment and engagement.
Highlight the Successes of Newcomers
“Use internal recognition tools to celebrate successes and speed up integration.”
Conclusion
Mathilde Lugger perfectly illustrates how a thoughtful and human-centered integration strategy can maximize the success chances of an acquisition. Her methodology, centered on human aspects, combines qualitative assessment and process harmonization to create a strong and rewarding common culture.
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