Q: When and how often is the analytics conducted?

In many cases, it is recommended to run People Impact Analytics® several times, but this depends on the use case: For Mergers and Acquisitions (M&A) due diligence or other use cases focusing to assess the current situation, usually one round of analytics is conducted. For M&A deals between the signing and closing the deal, usually 1-2 rounds of analytics is conducted, a few months apart, depending on the timeline (understanding the closing might happen soon, or take significant time due to regulator reviews and approvals) For M&A integrations and other transformations, the usual way is to run the analytics three times during the change, a few months apart. For example, first analytics round soon after closing the M&A deal (ideally right after Day 1), the next round 2-4 months later, and the third round 6-10 rounds after closing the deal. The timeline and number of analytics rounds is planned together with the client, taking into account the use case and specific circumstances.

Question 1

Does the analytics support M&A Due Diligence, pre-close stage, and integration?

Accepted Answer

People Impact Analytics® supports perfectly all stages of M&A (Mergers and Acquisitions): Pre-deal (essentially due diligence): As part of people due diligence, the analytics enables assessment of employee risks, to avoid signing the wrong deals. It helps planning closing conditions and pre- and post-deal actions. Pre-close (between signing and closing the deal): When the pre-close period is substantial – several months – the analytics helps to keep key employees committed and motivated. Protecting the deal benefits the target company, the seller, the buyer, and the employees. The analytics will also create a baseline as a great starting point for the later integration stage. Post-deal integration: The analytics reveals the employee experiences and their behavioral impact, usually measured three times during the integration. It helps turning people from a risk into a driving force for change, to protect the deal value and deliver on the deal thesis. In addition to looking at individual M&A activities, the analytics can also provide a view of your whole portfolio, whether it’s your planned alternative deals in the due diligence stage, or your frequent M&A integrations. This “big data” functionality enables you to strategically improve your process and de-risk your M&A initiatives.

Question 2

What are the minimum and maximum sizes of target populations?

Accepted Answer

For People Impact Analytics®, the target team sizes can be anything from 10 people and up, the solution scaling perfectly up to thousands and tens of thousands of people. The solution pricing scales nicely as well, making the analytics an appealing tool for business transformations small and large. The minimum limit is needed to keep the surveys anonymous. Even for small teams, ten or a few tens of people, the analytics will provide great holistic view on employee experiences with useful insights to causes and recommended actions. For wider employee populations, hundreds or thousands – or tens of thousands – of people, with good amount of contextual complexity, the analytics delivers its full power to explain pockets of risks and root causes, predict risk and opportunity drivers, and recommend actions. Configurable background variables (demographics variables) are used to unpack the insights by organization units, regions, functions, role levels and so on.

Question 3

In which geographies are you operating

Accepted Answer

As People Impact Analytics® is deployed fully online, we deliver it essentially anywhere in the world, with a few obvious exceptions to follow the U.S. export controls. We have deployments in tens of countries in the North America, Europe, and APAC, with some incidental respondents in Africa. Our HQ is in Finland, with our key people residing in Finland and Switzerland. More importantly, we have partners in all the main continents. For further info on the supported regions and appropriate contacts, please contact info@nayadaya.com.

Question 4

When and how often is the analytics conducted?

Accepted Answer

In many cases, it is recommended to run People Impact Analytics® several times, but this depends on the use case:

For Mergers and Acquisitions (M&A) due diligence or other use cases focusing to assess the current situation, usually one round of analytics is conducted.
For M&A deals between the signing and closing the deal, usually 1-2 rounds of analytics is conducted, a few months apart, depending on the timeline (understanding the closing might happen soon, or take significant time due to regulator reviews and approvals)
For M&A integrations and other transformations, the usual way is to run the analytics three times during the change, a few months apart. For example, first analytics round soon after closing the M&A deal (ideally right after Day 1), the next round 2-4 months later, and the third round 6-10 rounds after closing the deal.

The timeline and number of analytics rounds is planned together with the client, taking into account the use case and specific circumstances.

Question 5

Does the analytics pinpoint individual people who are, for example, at risk of attrition

Accepted Answer

People Impact Analytics® does not identify any of the respondents – this is a strong design principle for our analytics. The surveys and the following analyses are fully anonymous. The analytics enables the use of background (demographics) variables, which enables slicing and dicing the results against organizational units, countries/regions, functions, role levels, and other client and case specific criteria. The minimum sub-group size is 5+ people and, to protect anonymity, we do not enable cross-tabulation.

Question 6

What are the most fitting use cases for People Impact Analytics®?

Accepted Answer

Our key focus is in M&A (Mergers and Acquisitions), where the employee experiences are profound (but all too often neglected) and the business goals, risks and opportunities are bigger than anywhere else. People Impact Analytics® supports all the stages of M&A from due diligence to pre-close and integration. But the analytics works great in any business transformation, whether it’s about restructuring the organization, refreshing the strategy, navigating through the AI journey, rebuilding the business after some kind of disruption - or simply measuring how the employees experience the ever-ongoing change. The analytics manages multi-geo, multi-language, multi-cultural setups and can be deployed essentially anywhere in the world. The target team sizes can be anything from 10 people and up, the solution scaling perfectly up to thousands and tens of thousands of people. People Impact Analytics® works across industries. It is most useful when the client’s business is somehow people-centric. We have applied it most successfully for example in construction services, healthcare, technology companies, manufacturing, IT service and software providers, business process outsourcing, food industry, financial services, and public sector.

Question 7

Do you support other business transformations, not just M&A?

Accepted Answer

Yes we do! People Impact Analytics® supports any use cases where the employees’ experiences matter. So while our key business focus is on Mergers and Acquisitions (M&A), we are running analyses for other use cases all the time. Especially suitable use cases are those which include some kind of business transformation impacting the employees, for example – Organizational restructuring AI journey Strategy overhaul Adapting to market disruption Digital transformation Post-crisis recovery and rebuilding Corporate culture elevation We can help understanding the change from the employee point of view, to appreciate their experiences, engage the people, focus the actions where it matters the most, and run the change more successfully. Contact us at info@nayadaya.com and we will talk more about your specific needs.

Use Cases