Is Your Company Ready For An Employee Share Plan?

1

What is your business structure?* This field is required.

Public Company

Private Company

Sole Trader

Partnership

Subsidiary of International Company

Other

2

Employee Share Plans are most commonly implemented in public (listed) and to some extent private (non-listed) companies. These business types usually have the ownership structures that allow for broader shareholding and make an Employee Share Plan reasonably straight forward to implement and administer.

3

What stage is your business at currently?* This field is required.

Start-up

Growth

Mature

Decline

4

Employee Share Plans are most effectively implemented in companies that are expecting growth, increased revenue or both in the coming years. Where a company currently sits within the business cycle is a critical consideration for the effectiveness of equity as a reward vehicle to attract, retain and motivate the right employees. For example, a start-up business may seek to use an employee share program to retain critical business builders over a longer time horizon.

5

How readily available is talent in your industry?* This field is required.

Easily available

Somewhat available

Limited

Scarce

6

An attractive Employee Share Plan can be a point of difference when trying to help your company stand out within a competitive talent market. Especially in industries where your desired talent has a highly specialised skillset and competition for them can be stiff.

7

Thinking about your key talent, what's your company's rate of turnover?* This field is required.

Low

Average

High

8

Losing talent is costly. Companies experiencing undesirable rates of turnover can often benefit from an Employee Share Plan that encourages employees to stick around and provides them with "skin in the game".

9

How would you describe your current incentive plan and/or bonus structure?* This field is required.

Don't have one

Could be improved

Average

Above average

10

It’s important to take stock of, and consider, what reward programmes your company is currently offering employees prior to considering value-sharing via an Employee Share Plan. To provide employees with a share in the business without understanding how it makes money (which typically underpins an incentive scheme) may diminish the effectiveness of the Employee Share Plan.

11

Calculation

12

Please enter your full name* This field is required.

First name & surname

13

Please enter your company name

Optional

14

Please enter your email address and press SUBMIT to view your results.* This field is required.By submitting this form, I agree to receive occasional email communications from The Reward Practice. I understand that my data will not be shared with any unnecessary third party and I can unsubscribe at any time.

example@example.com