ESOPlus®

What’s included after ESOP implementation?

1. An engagement measurement tool (CORE4ESOP®) to help you track and analyze Plan performance and ensure it is meeting its goals.
2. Templates and guides that are detailed, clear, engaging, and customizable to help integrate your Plan into other company strategies such as attracting and retaining employees.
3. A workbook with templates for you to establish your Plan Committee and communication strategy, and set them up for success long-term.
4. Administration guides and third party portal access for employee visibility of company ownership.
5. Workshops along with direct access to an ESOP expert to assist the ESOP Committee and employee shareholders as a whole to truly engage and participate in ownership.
6. Exclusive access to the most recent and relevant data specifically from small and medium sized private Canadian companies that have an employee ownership program.
7. Access to an ESOP expert at any time.

Talk to an ESOP Expert about ESOPlus®

1. CORE4ESOP

This engagement survey is designed to measure the attributes that impact employee engagement. CORE4ESOP® has been developed to assist ESOP companies to measure engagement within the ESOP context and provides an overview of employee perception of performance. With these perceptions clearly mapped out, issues or gaps are apparent and action plans can be designed to bridge those gaps to create a sustainable ESOP that consistently meets its objectives.

• customizable to a certain extent
• typically includes at least 40 statements
• all responses are confidential
• receive full results of survey and results filtered by comparisons (if applicable)
• receive a summary analysis
• participate in a meeting to review results

Timeframe: 1 to 1.5 months.

CORE4ESOP® is included in Stage 2 of the ESOP Transformation Model™️ and as part of ESOPlus® conducted at least annually. It is very versatile and customizable, meaning it can be used alone, work alongside a current engagement tool or work as a replacement employee engagement tool.

Learn more

2. Practices and Integration

Developing the ownership culture as part of your technical plan is key to eliciting the positive benefits of employee ownership. Integrating the concept into your practices will achieve this. We help you establish a a charter and committee whose responsibility it is to maintain high engagement, communication, and positive culture.

• Establish the first Plan Committee.
• Develop a committee charter with rules around voting people to the committee, length of time one serves, etc.
• Review of employee lifecycle to identify various contact points for appropriate communication and integration of the ownership culture (ESOP).
  • What does a potential employee see when they look at your website or social media? What attracts them to you?
  • What is the first day, week and month like for a new employee? What is going to keep them excited to be there?
  • How does an employee know they are doing well? How do they get information about company health, programs, general info, etc.? How do they provide feedback or suggestions for improvement?
  • How is an employee treated when they are leaving the company?
• Identify tools (like CORE4ESOP®️) to help track and analyze engagement.
• Timeframe: 1 month +
  • (outsource this component for ESOP Builders to manage ongoing).

We include the following resources to help establish the Plan Committee as an ongoing initiative for communication and education of the Plan, and integrate the Plan into recruitment, onboarding and retention activities.

Setting up the Plan Committee (Workbook)

Job Description and Posting (Templates and Guides)

Onboarding:

What is employee ownership infographic/video

Presentation Template and Successful Start Guide

Employee Owner Roadmap infographic/video

3. Communication

Efforts can go to waste if no one knows about it. We help you develop a communication strategy with clear and engaging materials.

• Develop a 12 to 18-month communication strategy, ideally based on results from the previous components.
• Identify the applicable communication methods, mediums and materials and create the content.
• Communication content includes educational content about the ESOP, but also company operations, practices, strategy, and vision.
• Timeframe: 3 weeks +
  • (outsource this component for ESOP Builders to manage ongoing).

The following resource is included in this section:

Communication Calendar Guide

4. Exclusive Data from Canadian ESOP companies

Our annual survey of private Canadian companies with employee share ownership plans is beginning in 2024. Members of ESOPlus® will be able to access the results each year.

Information that is measured includes, but is not limited to, number of employees, growth in number of employees, turnover & retention, year of ESOP launch, number of employee owners, percentage offered to employees, ESOP ownership percentage, industry, allocation methods, share attributes, and processes for recycling shares.

Talk to an ESOP Expert about ESOPlus®

ESOP Builders partners with Global Shares to offer their third party employee share ownership administration programs. 

	Platform
	Emerging Markets	Enterprise
Pros	Cost effective – monthly fee based on usersEasy to startEmployee portal: Great visibility for employees to see their shareholdings and other information – supports transparency Communication: Ability to upload documents to the portal	Fully managed so your time can be spent on other thingsElectronic process: Process share offerings and minimarkets in the systemEmployee portal: Great visibility for employees to see their shareholdings and other information – supports transparency Communication: Ability to upload documents to the portal
Cons	Not fully managed, so time is needed to maintain and upload the data in the platform	Costly – set up fees, annual feesMore time consuming and complex to set up

Tell me more about the Emerging Markets platform