Increase employees’ engagement as owners, drive company success and grow ESOP stock value by adopting these practical communication tips shared during Jim Bado's keynote at the 5th Annual Great Lakes ESOP Conference at Kalahari Resort in Sandusky. 1) Get to the point, stick to the point. Click here to read the full article.
Did you know our human brains have the same limbic system that dominates a lizard’s brain activity? Luckily, we also have other lobes that provide higher-level functions. The limbic system is the source of impulses like fight, flight, feeding, fear, freezing up, and falling in love. Certainly, it’s good to have these reactions when we need them, but our “lizard brains” aren’t well-suited for activities like retirement planning and understanding fluctuations in ESOP stock value. Click here to read the full article.
If employee ownership is an important part of your culture, you’ll want to find ways other than the annual statement to bring awareness and focus to your unique ownership structure. Here are 10 ideas Workplace Development, Inc. (WDI) brings you from ESOP-owned businesses nationwide. Click here to read the full article.
Joe Motz, like many successful business founders, wanted everyone to benefit more directly from their daily efforts growing the company. “People receive wages and benefits for helping us succeed in the short run,” he commented. “The ESOP provides everyone with an equity stake, rewarding them for their efforts to grow our business in the long run.” Click here to read the full article.
Because unlocking the door to greater employee engagement is critical to your ESOP’s success, here are five communication keys you turn to open it. 1) Answer the "why" to create an ownership foundation. There are many different types of ESOP companies, styles of leadership, methods of sharing information and tools for engaging employees. Bottom line: No matter the company, people want to know the “why." Why should I care? Why would I want to be engaged?
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