If you want to motivate your employees, few tactics are as effective as giving them an equity stake in your company. But for employees to fully benefit, they need to understand how the plan works, how much their equity could be worth and how equity grants can help them achieve their life goals – information that’s hard to share in a dense document or highly technical presentation.
Here is a five-step plan to help your company create regular conversations and high-impact learning around equity.
DEFINE AND UNDERSTAND YOUR AUDIENCES
By creating a unique equity strategy for different groups within your company, you can engage a larger swath of your workforce.
Know your Audience:
- Global Employees
- Younger Employees
- Employees nearing retirement
GET EVERYONE INVOLVED
Sometimes you need a little help from some friends. Get the entire organization involved in communicating key plan information and benefits.
- Human Resources
- Internal communications
- Influential leaders
- Key managers
SEIZE EVERY OPPORTUNITY
It’s important to share plan milestones once in a while, but having more regular conversations about equity can help your employees understand the value of their stock plan and get more from it.
MAKE IT EASY TO ACCESS EQUITY INFORMATION
Your workforce absorbs information differently. You should communicate across various internal channels so people can engage with plan materials in the way that works best for them.
MEASURE YOUR RESULTS AND REFINE YOUR STRATEGY
Your communication goals will determine the message you'll emphasize. Here are some examples of how to tailor a message to your goals:
Clearly explain the benefits of enrolling and the potential cost of missing out.
Use the Shareworks mobile app so your participants can engage with their equity shares on their time.
Clearly deliver key facts about your plan and the value it can provide. Make it relatable to your participants by thinking about what matters to them the most.
Make the connection between the company’s equity plan, its culture and an employee’s total compensation.
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