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5 Recent Noteworthy Australian Acquisitions and Mergers

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Noteworthy Australian Acquisitions

The financial world operates within a distinctive ecosystem. To understand that ecosystem, you need to understand the impact that mergers and acquisitions like this one have on the industry as a whole. A shift in one financial niche can have ripple effects that carry throughout the financial world.

In this post, we’ll focus on four of the latest Australian acquisitions, spelling out what they might mean for investors and advisors on the international stage.

Sensis Sold to Thryv Holdings

Sensis is one of Australia’s oldest continuously operating businesses. Sensis serves as a small-business marketing platform, in addition to being the owner of the Yellow Pages and White Pages. Headquartered in Melbourne, the company serves more than 200,000 small business customers.

As of March of 2021, Sensis has been sold to the U.S. SMB software company, Thryv Holdings. The total sale was for $260 million. Thryv owns the Yellow Pages in the United States, as well as providing software for small businesses to help in scheduling appointments and other tasks related to overall workflow. 

Sensis CEO John Allan is expected to continue in his role despite the acquisition, though he will now be reporting to John Walsh of Thryv.

Ultimately, the merger is a positive one. In recent years, Australian businesses have found themselves to be preoccupied with building IT platforms, which steals focus from human resources. An acquisition from a company like Thryv can have a great impact by releasing companies from technological demands and allowing them to maximize their human elements—an essential concept for small businesses everywhere.

Publicis Sapient Snaps Up Third Horizon

Third Horizon is a management consulting company based out of Australia. Founded in 2004, they’ve most recently worked with prominent clients that include the New South Wales and Victoria state governments. The company aims to provide services relating to management and corporate strategy.

As of March of 2020, Third Horizon has been acquired by Publicis Sapient, a company that is committed to digital business solutions. The acquisition seeks to integrate the technical aspects of these companies, while retaining a focus on end-user experience.

In the years ahead, Publicis Sapient hopes to expand its influence in the international business realm.

InMoment and MaritzCX Merge

MaritzCX specializes in customer experience (CX), while InMoment provides a platform for experience intelligence (XI). Together, this merger is expected to forge the world’s largest enterprise CX technology company.

The merger is expected to capitalize on the strengths of each company. Their shared resources will allow each of the companies to manage the technical elements of their industries while returning their overall focus to the needs of their individual customers.

Revium Partners with William Buck

Based out of Melbourne, Revium is a company that is focused on digital transformation. In 2019, they announced their partnership with William Buck, a company that is known for its accounting and advisory services.

The merger is anticipated to expand the reach of each company and to allow them to take on a wider base of clients. Revium particularly offers a great deal of expertise when it comes to customer experience, and paired with William Buck’s financial acumen, the merged companies hope that the end-user experience will drive growth as they scale to meet the specialized needs of the financial industry.

The Road Ahead

As you consider the shifting financial landscape, a pattern begins to emerge. Companies are seeking greater agility and specificity when it comes to customer experience. Pooling their resources enables companies to better balance technical needs with the human element.

What might this mean for the future? We might anticipate that the mergers and acquisitions seen here will become part of a larger pattern wherein companies scale their businesses without sacrificing the needs of their customers. As a result, some companies may begin to serve as specialists, having the freedom to focus on their strengths while a partnering organization rounds out their skill set.

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Great Resignation: How to beat Great Resignation with Employee Experience

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Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.


 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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