Webinar: Inclusive M&A Integrations at Caverion

Summary

In an engaging webinar organized by Nayadaya Analytics Inc. and Caverion Finland, the focus was placed on understanding how a people-centric approach aids successful Mergers and Acquisitions (M&A) at Caverion. Through their collaboration with Nayadaya's People Impact Analytics, Caverion has been able to effectively integrate teams while maintaining employee engagement and minimizing friction. The webinar emphasized the importance of emotional insights in smoothing out integration processes, thereby improving overall organizational performance and enabling a more structured approach to growth. With over 5,000 employees as its asset, Caverion prioritizes the human element in its operations, leading to a more cohesive and efficient corporate culture that embraces collective growth.

Highlights

• Caverion's M&A strategy focuses on employee engagement and cultural integration. 👥
• Surveys reveal genuine employee emotions, helping tailor the integration approach. 😊
• Data-driven analysis enables targeted interventions and smoother M&A transitions. 📊
• Over 5,000 employees at Caverion are seen as essential assets, driving a people-centric strategy. 🌟
• The collaboration with Nayadaya underscores a commitment to inclusive growth and employee satisfaction. 🌱

Key Takeaways

• Putting people first is key to Caverion's successful M&A integrations. 👫
• Emphasizing employee emotions leads to smoother transitions and better engagement. 😊
• Data-driven insights from Nayadaya empower Caverion to enhance integration processes. 📊
• High employee survey response rates indicate strong engagement and feedback culture. 🔄
• Caverion's inclusive approach boosts its reputation as a caring employer. 🌟

Overview

Hosted by Nayadaya Analytics Inc. and Caverion Finland, the webinar dove into the critical role of people-centered strategies in the M&A success stories at Caverion. With a strong belief that the true strength of a company lies in its employees, the discussion revolved around how employee emotions and insights, captured through Nayadaya's People Impact Analytics, have been instrumental in streamlining integration processes and enabling smoother transitions.

The collaboration with Nayadaya harnesses the power of emotional and behavioral science to pinpoint potential risks and areas for improvement in real-time, which is crucial since culture and personnel turnover are typically sensitive aspects during mergers. Participants learned how Caverion's strategy of prioritizing human elements both retains talent and propels the organizational performance, ultimately aligning with its strategic growth goals.

Caverion and Nayadaya's combined efforts demonstrate the efficacy of a data-driven approach in today's competitive landscape, where understanding employee sentiment goes beyond anecdotal evidence. High engagement levels and satisfaction are vital, as proven by impressive survey participation rates, driving forward an insight-rich environment that not only catalyzes change but also sets Caverion apart as a trusted and caring employer.

Chapters

• 00:00 - 00:30: Introduction The introduction to the webinar begins with Petrivenen, the CEO and partner at Nayadaya Analytics, welcoming the attendees. He mentions that the webinar is a joint effort between Nayadaya Analytics and their client, Cavarion Finland, which is part of the Cavarion group. The focus of the webinar is on discussing how Cavarion has been leveraging Nayadaya's people impact analytics solution regularly to improve their operations.
• 00:30 - 01:00: Speakers Introduction The chapter begins with an introduction to the speakers for a webinar focused on 'people centric growth.' The speakers, Yuson, who is the head of strategy, and Masari, who is the head of HRA at Cavarion, are warmly welcomed. The speaker expresses gratitude for their participation and acknowledges the broad international interest in the webinar, as there are attendees registered from 28 countries. The chapter sets the stage for Yuthi to commence the main presentation.
• 01:00 - 02:00: About Caverion This chapter introduces Caverion, a company that offers technical services in Finland. Their services include building, industrial, and infrastructure-related installation projects, as well as service and maintenance operations, managed services such as OFM outsourcing, and advisory services. The chapter emphasizes the importance of people to Caverion's business.
• 02:00 - 03:00: Employee Importance in M&A The chapter 'Employee Importance in M&A' discusses the company's shift towards integrating digital components into their traditional installation operations. These digital components include predictive methodologies to forecast the condition of customer assets. Despite these technological advancements, the company emphasizes that it remains a people-centric business, with over 5,000 employees considered as the main asset. The significant value placed on employees is a focal point in the company's strategy and operations.
• 03:00 - 04:00: Governance Approach to M&A The chapter discusses the importance of focusing on people within a business, particularly during mergers and acquisitions (M&A). It emphasizes the significance of occupational safety and overall well-being of employees, as well as integrating experiences from recent integration cases. This chapter explores how a governance approach to M&A can demonstrate the value placed on people within operational strategies.
• 04:00 - 05:00: Employee Experience and Engagement The chapter titled 'Employee Experience and Engagement' highlights the significance of prioritizing people during the acquisition process. It underscores the importance of integrating culture and maintaining employee engagement as key factors for successful mergers and acquisitions (M&A). Gavarian's strategy is centered around valuing the human element to ensure a smooth transition, retention of talent, and improvement in overall organizational performance.
• 05:00 - 06:00: Caverion's Values and Customer Focus The chapter discusses the importance of team integration in fostering innovation and enhancing collaboration, which are crucial for achieving the company's strategic goals. It emphasizes that the personnel and each employee represent the company's greatest asset, indicating a strong focus on valuing their perspectives and experiences.
• 06:00 - 07:00: Introduction to People Impact Analytics The chapter emphasizes the importance of fostering an environment where employees are encouraged to voice their opinions. It highlights that such engagement not only enhances the overall employee experience but also ensures that their insights contribute to the company's strategic direction. The chapter concludes by reaffirming the organization's commitment to listening and valuing employee input as a fundamental component of its success and culture.
• 07:00 - 09:00: Functionality of People Impact Analytics The chapter titled 'Functionality of People Impact Analytics' discusses the crucial role employees play in the success of mergers and acquisitions (M&A). It emphasizes the importance of engaging employees by meeting their satisfaction needs. Employee surveys are highlighted as essential tools for gaining insights into their experiences and needs. The chapter notes that internal clarity is key to employee engagement, which consequently enhances organizational success.
• 09:00 - 13:00: Caverion's Experience with People Impact Analytics This chapter discusses Caverion's experience with people impact analytics, highlighting the correlation between employee satisfaction and customer satisfaction. It emphasizes that satisfied and engaged employees are more likely to deliver exceptional service, creating a positive feedback loop that benefits the entire organization. The chapter also touches on the importance of the employee experience, including mergers and acquisitions (M&As), in achieving better outcomes for both the employees and the company.
• 13:00 - 16:00: Collaboration Benefits This chapter emphasizes the importance of improving the daily interactions and work environment to foster a more engaged and productive workforce. It highlights that every moment shapes how employees perceive their roles within the organization and underscores the benefits of focusing on enhancing their overall experience.
• 16:00 - 18:00: Employee Feedback on Analytics The chapter emphasizes the importance of values as the foundation for operations and decisions at Cavarion. Leadership, delivery, and care are highlighted as the core values that shape the company culture. The strategy centers on prioritizing profitability over volume and focusing on providing quality and reliability to create value for customers.
• 18:00 - 20:00: Using Analytics in Sales and Marketing The chapter titled 'Using Analytics in Sales and Marketing' introduces the concept of fostering a culture of respect and responsibility to maintain a customer-centric approach. It emphasizes the commitment to continuous improvement. The chapter includes a quick overview of their solution, which employs a proprietary, patent-pending technology called people impact analytics. The narration seems to set the stage for discussing Cavarian's experiences with this solution in more detail.
• 20:00 - 21:00: Conclusion and Summary This chapter discusses the intersection of emotion behavioral science, artificial intelligence (AI), and process intelligence within NIA analytics solutions. It starts off by acknowledging common issues with MA (Mergers and Acquisitions) integrations, particularly emphasizing the problems related to people and cultural clashes. These issues often lead to challenges such as employee turnover.

Webinar: Inclusive M&A Integrations at Caverion Transcription

• 00:00 - 00:30 Welcome all to the webinar. I'm Petrivenen, CEO and partner in Nayadaya Analytics. This webinar is arranged jointly by Nayadaya Analytics and Cavarion Finland, our client. Cavarion is part of assembling Cavarion group. We will talk about how Cavarion has been using our people impact analytics solution on regular basis to help their
• 00:30 - 01:00 people centric growth. I'm delighted to introduce the speakers from Cavarion Yuson head of strategy and emasari head of HRA. Thank you so much and for joining me for this presentation. We have people registered for this webinar from 28 countries. So it seems the interest is high indeed. So let's get started. Yuthi, first of all, can you
• 01:00 - 01:30 please tell a little little bit about Cavion and why people are important for your business? Yes. Uh thank you Patrick. Cover is offering technical services in Finland. Uh those can be for instance different kind of building industrial or infrastructure related installation projects, service and maintenance operations, manage services like OFM outsourcings or advisory
• 01:30 - 02:00 services. Our offering consists of traditional installation operations but we are bringing increasingly amount of also digital components as essential part of our offering. Those can be for instance different predictive methodologies to forecast the condition of our customers assets for instance. After all we are still in people business with our over 5,000 employees. They are our main asset and that is the reason why we have put a lot
• 02:00 - 02:30 of focus in our personal of course for instance in occupational safety but also in their overall well-being and lately focused on integration experience in the latest integration cases. Yeah. So people are indeed important for your business an how does that show in your operation and especially in MA? Um governance approach to mergers and
• 02:30 - 03:00 acquisition emphasizes the importance of people in the process. This is uh the focus that ensures that culture integration and employee engagement are prioritized which are critical for the success of the M&A activity. By valuing the human element, Gavarian aims to create a seamless transition that not only retains talent but also enhances overall organizational performance. Um in our view it's is it's
• 03:00 - 03:30 essential to consider how the integration of teams can lead into innovation and improved collaboration ultimately driving the company's strategic goals forward. Um our personnel and also each employee truly represents the greatest asset. We priorit prioritize their perspectives and experiences from the
• 03:30 - 04:00 outset. By fostering an environment where employees can voice their opinions, we not only enhance the engagement but also ensure that their insights contribute to our strategic direction. This commitment is to listening and valuing employee input is fundamental to our organizational success and culture. And actually with this next process
• 04:00 - 04:30 picture, we want to visualize how each employee plays this critical role in the success of M&A efforts. Engaging employees through satisfactions. Surveys are very essential as survey data provides the insight into employee experiences and their needs. Uh internal clarity uh is is very key to driving the engagement which in turn leads to higher
• 04:30 - 05:00 customer satisfaction. When employees are satisfied and engaged, they are more likely to deliver exceptional service creating a positive feedback loop and that benefits the entire organization eventually leading to a better outcome for both employee and a company as a whole. when we talk about the employee experience um and this includes the M&As
• 05:00 - 05:30 um that is shaped by daily interactions and the work environment. By focusing on enhancing this experience, we can foster a more engaged and productive workforce. It's in it's essential uh to recognize that every moment contributes to how employees uh perceive their roles in the organization. By focusing on enhancing this experience, we can foster a more
• 05:30 - 06:00 engaged and productive workforce. At Cavarion, our values are the foundation of our operational and decision making processes. They guide our actions and shape our culture. emphasizing leadership, delivery, and care. By prioritizing profitability over volume and focusing on quality and reliability, we create value for our customers.
• 06:00 - 06:30 Additionally, fostering a culture of respect and responsibility, it ensures that we remain customer centric and committed to continuous improvement. Thanks, Andy. Uh so let me now do a very quick overview on what our solution does and then we can after that talk about Cavarian's experience is more right. So people impact analytics is our proprietary patent pending technology
• 06:30 - 07:00 based on emotion behavioral science AI and MA process intelligence. So what do we do as NIA analytics with our solutions? Starting from the business problem, it's very well known that MA integrations do have their fair share of problems. Usually the issues are related to people and culture. Somehow the disks are causing in practice employee turnover and
• 07:00 - 07:30 productivity loss. This is something where we can help. We help our clients identify and mitigate people related risks in integrations and also other organization transformations. The other side of the coin is that we also support driving a more engaging inclusive change. So how how do we work with Cavarion in practice? We use the analytics for all the integrations and our analytics is run
• 07:30 - 08:00 three times for each integration to follow the progress through end to end. And then in addition to looking at improving individual integrations, we are analyzing aggregated data across all their integrations to help improve the integration process. Let's look a little bit at the science. Our analytic service is deeply founded on emotion behavioral science developed in the University of Geneva in
• 08:00 - 08:30 Switzerland. As the leftmost picture here illustrates, our solution understands the human emotion space. The science helps our solution to understand the experiences and expected behaviors of the employees. Of course, certain kind of behaviors lead to risks for the business and that's what we want to avoid. As you can see on the right, our analytics not only can predict the expected behaviors but also helps to
• 08:30 - 09:00 influence the situation moving the people towards the right corner here to drive the teams towards a more engaging more successful change. Then how does it look to the employees? Uh the analytics process starts with an extremely simple and quick survey that you can see here. Unlike many tedious employee surveys, we only have three questions and they are
• 09:00 - 09:30 every time the same. First of all, what are the one or two top emotions that you have about the ongoing integration? You simply select from the list of 20 emotions here. Secondly, the strength of those one or two emotions. And then thirdly, what are the reasons behind your indicated emotions? For example, why do you feel interest? Very easy. And then finally, these are some examples of the
• 09:30 - 10:00 analytics outcomes here. The full analysis we create is usually 40 plus pages long. So I'm just here illustrating a few simple examples. Unlike most traditional surveys, we are not reporting what the people responded but instead what are the observations, insights and recommended actions. So on the left you can see examples of the top level KPIs, the overall risk level and the distribution
• 10:00 - 10:30 of employee experiences. You can see the overall situation in your integration in seconds. Then we want to know what's behind the numbers. So in the middle you can see the unique root cause analytics powered by AI that tells you what are the concrete things behind the emotions and what is their expected impact to people's behavior. This is what the reality of the integration looks to your employees like it or not. You can also
• 10:30 - 11:00 zoom in and dive into teams, countries, roles and so on. And then finally on the right you can see the concrete action recommendations. These are fully case specific relevant actions based on all the data based on best practices and based on the state of your integration. This is helping you to mitigate your risks and run the integration more successfully. So all this is our
• 11:00 - 11:30 analytic service. We are selling and delivering this worldwide to clients such as Cavarion and also through partners. So going forward you have been using our people impact analytics for 12 months now. Can you share some of your experiences and and business benefits? Yes, at Cavarian we are targeting the
• 11:30 - 12:00 humane structured and smooth integration. Generally speaking, quite typical is that the financial operational objectives are followed closely. This could be for instance to meet the business case financial targets or implementing certain processes or tools. But what we often do not measure are the personal related objectives uh in integrations. Some things will always change and it always raises questions and many kind of emotions both
• 12:00 - 12:30 positive and and sometimes negative. People impact analytics has helped us to develop our integration process both in qualitative and quantitative viewpoints. We do understand what are the employee employees key considerations and also items with that get them for instance empowered and can do changes in the integration process immediately based on their feedback. Uh the other aspect is
• 12:30 - 13:00 that now we have also quantitative data available which helps us to compare different integrations and really understand the key deliveries for successful integration. And uh what have we then learned from most recent integrations projects? You can clearly see that Cavarian has a good reputation on labor market. People can see for instance career opportunities and other benefits
• 13:00 - 13:30 working at Cavarion. You can also see differences between the different cases. The results have been better in such projects where we have had a possibility for a proactive communication to the people being target for an integration. The second thing we have learned is uh that the very small and minor issues may steal the whole focus of the transferring employees especially if those are considered to be negative
• 13:30 - 14:00 from employees perspective. This combined to overwhelming amount of information and often slightly increased complexity of processes and systems will lead to quite typical shape of of a change curve. After some time we can see the recovery on the same level and even even better level. This of course requires that the new structures and ways of working are truly adopted by the integrated organization. However, this
• 14:00 - 14:30 seems to take longer time than than usually anticipated. Uh now after utilizing this people impact analytics in multiple integration cases, we actually can develop our performance on multiple level. Obviously, we can do actions on single transactions. We can strengthen the topics that has been experienced in a positive way and at the same time plan
• 14:30 - 15:00 corrective actions for negative issues. The concrete action plans for the business leads help them to lead the business and people in the right direction. If you look over the multiple integrations, we start to see which items are working in our integration process generally and which items needs to still to be improved. Furthermore, people going through an integration
• 15:00 - 15:30 reflects also their past reality and ways of working and this gives actually us a possibility to benchmark our existing business processes more also on a general level. As wrapping up our presentation, we would like to emphasize the importance of collaboration with Nayaraya through the people impact analytics and why we think this is crucial. this collaboration. First is the employer
• 15:30 - 16:00 image point of view. So internally for the employees perspective, it's simple. It's easy to use effective way to show that the employer is caring. Um they are interested in hearing and and valuing what the employees are u feeling and saying externally. It shows us as an employer who cares for its employees and is willing to adjust its processes based on case case by case
• 16:00 - 16:30 basis. And second very important thing is this datadriven leadership. Uh we now have very uh good visibility into our employees emotions uh and experiences including also during the merchants and acquisitions. This allows us to gain genuine insight and make decisions based on data and not just our gut feelings. Uh with this said, people uh
• 16:30 - 17:00 impact analytics is included in Cavarian's standard integration methodology. uh together with Nayadaya we can gain valuable insight into employee emotions and drive meaningful improvements like you presented in engagement and performance during the M&As and that's why we are very happy to find Na as our partner indeed and Jussi thanks so much for both
• 17:00 - 17:30 of you so maybe I can make a couple of further questions to you So first of all an how have the employees taken this analytics method? What kind of feedback have you received from the people? That's a good question. We have received very positive feedback from our employees regarding the survey. Um I think the response rate is one example because that has been constantly high
• 17:30 - 18:00 averaging over 80% which indicates strong engagement and interest towards the survey. Uh survey has been well received and I think it provides a platform for employees to express their feelings and opinions which is not that typically common in our industry. expressing the feelings and talking about the feelings. Some humor here, but I could say um uh this uh is not just about coverer
• 18:00 - 18:30 but the business business uh um field in general. However, approach that Niadaya is is providing and the method is uh very appreciated for its datadriven and scientifically pro proven model making it very easy for adopt. Great. Thanks honey. And then a question to you Jussi. I know that you are also
• 18:30 - 19:00 utilizing our analytics in your sales and marketing. Can you talk a little bit about this? Yes, sure. Uh, one of our service concepts is is actually outsourcing of technical maintenance services. Uh it means that in practice we take over the personnel uh which of course leads to an integration project and uh often the transferring
• 19:00 - 19:30 personnel has been employed by the customer and in some cases uh many many years in some cases even many decades and uh for such a customer it is of course very important uh how the personnel will be treated. Uh the key question in all such cases is how we are entering the smart smooth transition. Uh and obviously this human aspect is very uh essential part of it in addition to
• 19:30 - 20:00 the smooth uh business process transfer general. Another very similar example is actually related to acquisition projects and and government is quite active buyer in the market and obviously the ones who are considering to sell their business are sharing the similar worries that how their employees will will continue in a new company. As we at Cavarion can explain in a structured way how we are taking
• 20:00 - 20:30 this aspect into consideration in our managers uh and and mergers. We of course uh build a trust with the sellers but also make a little bit difference to our competitors and maybe give a a short short leap for us uh uh to to be in a better position compared to our competitors. Great. Thanks. So if I'm trying to summarize all of this, so first of all, it looks like people are in a central
• 20:30 - 21:00 central role for all your business and especially in organic growth. Uh secondly, you are committed to taking into account the experiences of your employees. And thirdly, you want to run your individual integrations better, engaging the people, but also learn from your experiences and improve your standard integration process as a whole. And it looks like our people impact analytics has been successfully a core
• 21:00 - 21:30 part of all of this. Did I get it right? I think that was well summarized. Exactly. Yeah. Thanks. So, thanks Anna and Yusi for your valuable and interesting points of view and thanks for everyone participating this webinar. Don't hesitate connecting to any of us for further discussions. Bye. Thank you. Thank you. Bye. Bye. Bye.