The Human Aspect of M&A: How to Protect Your Team Through a Transition
September 16, 2025 By Claudio Vilas (Founder – The Roofing Biz Broker, M&A Advisor)
An often-forgotten side of M&A is the human side.
We are usually focused on P&L, numbers, spreadsheets, reps and warranties, but the human aspect of the transaction gets relegated to the last place, or completely overlooked.
But many business owners often ask: “How do I take care of my team?”
It’s not just about maximizing valuation or negotiating terms. It’s about honoring the people who helped build your business. Actually, many M&A deals go sideways not because of numbers, but because of people.
“M&A deals don’t usually fail because of the financials, they fail because leaders ignored the people.”
— Dan Pontefract, Forbes
Have Honest and Early Conversations
If you delay talking to your team, they’ll fill the gap with fear, gossip, and assumptions. That’s how deals start falling apart internally, especially when key employees walk out
Start having honest conversations as soon as it’s appropriate. Let your team know what’s happening, why it’s happening, and what it means for them. Don’t overpromise, but don’t disappear either.
“In the absence of clear communication and planning, companies often lose critical talent during the transition, undermining long-term value.”
— McKinsey & Company
Highlight the Positives, and Vet the Buyer
Change makes people nervous. But done right, change can mean new resources, more opportunities, and career growth.
Show your team the upside, but only after you’ve done the work of vetting the buyer. Don’t assume the new owner will “take care of your people.” Ask the hard questions. What are their intentions for your team? Are they planning layoffs or reassignments? Will benefits and pay be preserved?
“Up to 40% of key employees leave within two years of an acquisition if human capital risks aren’t proactively managed.”
— Mercer
Involve Your Team and Leave Room for Questions
When your employees feel done to instead of included, they detach. But when they’re looped in, even in small ways, they stay engaged.
Involve key team members in the transition:
- Ask for their insights on operational handovers.
- Give them space to voice concerns or questions.
- Be clear about timelines and next steps
Retention isn’t just emotional, it’s strategic. According to Willis Towers Watson’s 2024 M&A Retention Study, structured retention agreements are now common for keeping key staff during and after the sale.
Choose People Over Spreadsheets
The truth is, your business’s long-term value hinges on your people. They are not “soft assets.” They are the continuity. If your team walks, your systems, client relationships, and buyer confidence go with them.
“About 30% of failed M&A transactions are due to cultural misalignment, loss of talent, or lack of employee engagement.”
— Foley & Lardner LLP
In Conclusion
Selling your business isn’t just a financial event, it’s a human one.
You’ve built something real, with people you trust. Your exit should reflect that. And with the right approach, you can hand off your company and protect your team without sacrificing value.
Need help navigating the process?
Reach out to us at The Roofing Biz Broker. We specialize in deals that respect your legacy and protect your people.