You can’t think about your workforce without thinking about millennials. They are, quite literally, the future of your workforce. But connecting with millennials can be imposing to older generations. How do you reach them? Why do they seem so elusive? Why are the recruiting techniques that have been tried and true not working anymore?
Talent planning is essential to your organization’s success, but implementing a plan often ends up low on the priority list. Every company should have a management transition plan, since it’s critical to continued growth. In a company with an Employee Stock Ownership Plan (ESOP), the strategic planning responsibilities, referred to as succession planning, starts with the Board of Directors and ESOP Corporate Governance.
In part one of this two-part blog series, we dicsussed how shareholders, the Board of Directors, and the ESOP trustee all play a role in developing and maintaining an ownership culture. In this article, we'll take a look at the roles of officers/management, employees, and the Plan Administrator.
Many ESOP companies strive to build and sustain a strong ownership culture that will increase shareholder value. Developing an ownership culture is an ongoing process that evolves over time. A strong ownership culture can be driven by the CEO, sometimes referred to as the keeper of the culture, and the Board of Directors (“Board”) through corporate governance. This two-part article series will review the various stakeholders in the corporate governance of an ESOP company, explore their roles in the process, and things stakeholders can implement to strengthen the culture.
Many business owners that have implemented or are exploring an employee stock ownership plan (ESOP) may not have an active Board of Directors in place. Often times the Shareholder(s) are operating as the Director(s) of the company as they manage the day-to-day operations, and are not separately meeting as a Board to formally achieve the Corporate Governance responsibilities of the Board. Of those that do have a functioning Board, many operate the Board as an extension of the senior management team to make short-term operational decisions, rather than long-term, strategically focused decisions in line with corporate governance best practices.
Cheryl Gallup is a Senior Business Consultant at ESOP Partners and has an extensive track record of delivering comprehensive business solutions to a variety of industries.
The headline flashed across my screen and I did a double take, then gasped, then let out a heavy sigh. Oh no. Mary Tyler Moore is gone. Moore became famous in her role on “The Dick Van Dyke Show,” but I watched her as Mary Richards on “The Mary Tyler Moore Show.” While the show was comedy, it was so much more to me and to women everywhere. It pushed gender equality and many other cultural issues into the mainstream. And to top it off, she was single, and it was her choice.
Another year end has come and gone! By February, many calendar year ESOPs are in the midst of the valuation and allocation cycle for the previous plan year. You're in a holding pattern, waiting to schedule employee meetings, and distribute participant statements. But it doesn't have to be this way. This is also the time of year when many companies do their annual performance and compensation reviews — which makes it a great time to prepare total compensation statements.
If you paid any ESOP or other qualified retirement plan distribution of $10 or more last year you will have to prepare and file some government forms: Form 1099-R, Distributions From Pensions, Annuities, Retirement or Profit-Sharing Plans, IRAs, Insurance Contracts, etc.
The initial thought for many ESOP companies is to cram as much information into a single employee meeting as possible. After all, an ESOP meeting is a substantial commitment of time and resources by the organization, so why not use the time wisely, right? But information overload can be a challenge for employee owners. Because even if the message is a simple one that is delivered perfectly so that all employee owners can understand it, the retention of all of the information you just provided can be lost immediately after the meeting as employee owners go back to their daily responsibilities; soon forgetting the message.