Using Employee Share Ownership Programs (ESOPs) to Maximize Your Value and Your Legacy
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This document summarizes a presentation about using Employee Share Ownership Plans (ESOPs) to maximize business value and legacy when exiting a company. It discusses that ESOPs can help with succession planning and employee retention. Key factors for a successful ESOP include owner and employee support of the plan, an effective leadership team to implement it, and properly valuing and structuring the employee ownership. Statistics show companies with engaged workforces through ESOPs can benefit from increased productivity, recruitment and reduced turnover.
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Using Employee Share Ownership Programs (ESOPs) to Maximize Your Value and Your Legacy
- 5. It’s Your Legacy Using ESOPs to Maximize Your Value and Your Legacy Grow Our Region SEDA ESOP Builders Inc. August 23, 2011
- 7. When do SME owners plan to exit? © ESOP Builders Inc . Studies conducted by the Canadian Federation of Independent Business with SME owners, June 2005 4,311 respondents - (% of answers, years) 71% %
- 11. Using ESOPs to Achieve Your Goals
- 13. WHAT IS AN ESOP? Employee Share Ownership Plan An ESOP is a formal plan made available to eligible employees of a company which allows them to participate in the long-term value growth of the business through the purchase of an ownership interest. © ESOP Builders Inc .
- 15. Family Strategic Buyer ESOP/MBO Refinance Liquidate Institutional © ESOP Builders Inc . ONE SOLUTION OF MANY
- 16. WHY USE ESOPs? Employee Share Ownership Plan Success rates of business transitions 30% when sold to family 50% when sold to other companies 80% when sold to employees Roynat © ESOP Builders Inc .
- 17. COMPONENTS OF AN ESOP © ESOP Builders Inc . EQUITY STOCKS SHARE OPTIONS EQUITY VALUE UNITS
- 29. Ownership Thinking www.OwnershipThinking.com Engaging Employees to Think Like Owners
- 31. © Ownership Thinking™ 2011 The Ownership Thinking Process The Right Measures The Right Incentives The Right People The Right Education
- 32. © Ownership Thinking™ 2011 The Right Education: Financial Acumen What your employees don’t know can hurt you
- 34. The Problem with Financial Statements © Ownership Thinking™ 2011
- 35. © Ownership Thinking™ 2011 © Ownership Thinking™ 2010 Copyright Ownership Thinking TM 2008. 303-984-1434, www.ownershipthinking.com Forecasting with Scoreboards: Exercise
- 38. Mercedes Medical 2010 Impact of RIPs © Ownership Thinking™ 2011
- 41. About ESOP and SEDA Contact SEDA for an ESOP Start-up Kit and a copy of the EIP Procedures Manual. http://www.seda.sk.ca/employeeshareownership/
Notes de l'éditeur
- This amounts to Trillions of $ of net worth exchanging hands over the next 10 to 15 years.
- - Gives you an idea of the mix that would be ideal for the ESOP route
- 1
- Before we start today, we are going to take a look at a the Ownership Thinking business model. In today’s competitive business environment, the companies that “win” are those that create true “businesses of business people.” In other words, they create a workforce of people who drive the success of the business by thinking and acting like owners. To do this, they provide their employees with three things. First, they educate organization members about the rules of business. How does a company make money? How do we as individuals and teams contribute to this financial success? Next, they provide their employees with ways to utilize their financial acumen and to measure their success. Most companies measure success (or keep score, if you will) with financial statements. There are several problems with this: 1) financial statements are historical documents (too late to do anything about them), 2) Most people don’t understand them, and 3) they focus only on lagging, financial indicators. In Ownership Thinking companies, we focus on leading, activity based measures, and we do so in a proactive manner using scoreboards and Rapid Improvement Plans. Finally, they provide employees with incentive plans that really work. Companies that are successful at creating “businesses of business people” offer short term rewards to employees that assist in building a successful company. At (CLIENT), these rewards will be in the form of a quarterly bonus program (explain the program). This training session will assist you in finding the money that will fund your plan. NEXT SLIDE