There are many sorts of Employee Share Plans. They all have in common that they offer a possibility to let key employees participate in the long-term success of the company. As opposed to classic "bonus" models ("short-term incentive" / STI), typically focusing on a 1-year indivual performance cycle, Employee Share Plans (or, more broadly, "long-term incentives" / LTIs) come with a multi-year perspective and a focus on overarching company performance. E.g., based on strategic / financial objectives or directly on the company value creation. This has positive effects on various levels:
The below graph shows and overview of the most important basic LTI / Employee Share Plan models. The various terms, mechanisms, pros and cons will of course be discussed and explained in detail, and step by step, at the beginning of a consulting project and throughout.
[dialog]unlocked is a specialized, interdisciplinary one-stop shop for [Employee Share Plans]. We have dealt with this topic, on a daily basis, for more than 17 years, and supported clients through all project phases and disciplines. Below you will find an overview of our [services], followed by a few words about our [clients].
Once the concept is agreed (e.g., based on a confirmed fact sheet), it is time for actual implementation and communication. This can include, for example:
We have dealt with [Employee Share Plans] on a daily basis for more than 17 years across all industries and company sizes, both in Switzerland and internationally. Generally speaking, our clients can be divided into, roughly, two equal categories:
Of course, we can offer our consulting services entirely in English or German or a mixture, as suits our clients’ needs.
Selected projects and feedback from clients: