Find Your Resource

By Delores Lawrence, Blue Ridge ESOP Services The plan document defines which employees may participate in the ESOP and which are excluded from participation. It defines the conditions for joining the ESOP. Simple, right? But things are not always as simple as they seem.

Employee ownership works for companies, communities, and employees. And there is a lot more broad-based employee ownership than most people realize.

In The Capitalist Manifesto, his 1958 book with Mortimer Adler, creator of the modern ESOP, Louis Kelso argued that as investment in capital increased, returns to wages would decrease.

The “great resignation” is not the first time retention issues have been a hot topic. Back in 2008, the NCEO looked at this issue in the article that follows. It still resonates today.

Now that you are thinking more about what you are doing and how you are doing it, why does it matter?

While working with employee-owners to grow and improve the ownership culture at their company, I was once asked if the confidence a leader should have can coexist with humility when it comes to effective leadership qualities.

As an ESOP participant, each year you get an account statement. It might look something like this:

On July 29, 2020, renowned organizational psychologist and bestselling author Adam Grant tweeted that “Company value statements are mostly empty promises: they’re uncorrelated with people’s experiences at work. Pay no attention to the glitz in front of the curtain.