For your employee share scheme to be effective, your staff must understand and value it. Information should be attractively presented, but above all clear and easy to understand.
Pre-launch publicity:
For all-employee share schemes, you could build employee interest through payslip insertions, features in the corporate intranet pages and articles in your house magazine.
The invitation:
supply a personalised scheme invitation, a short fact sheet and FAQs. Explain clearly the underlying purpose of the share or option award - for example, in relation to commercial objectives or a flotation. You may wish to post a dedicated share scheme web-page.
The presentations:
experience indicates that face to face presentations are the best way to help employees value their share benefits. For an all-employee scheme, such as the Share Incentive Plan or SAYE share option scheme, groups should ideally be limited to 30 people. Executive share option participants are normally dealt with individually. Credibility is usually enhanced if an "independent" consultant is used.
Post launch:
This is another opportunity to reinforce company messages. Additionally, you could take advantage of opportunities for positive PR in the local and trade press. Employee share ownership is now perceived by many as a sign of a "progressive" firm.
The RM2 Partnership can assist you with all of the above. We also provide dedicated telephone and email help lines (e.g. ClientShareScheme@rm2.co.uk) to deal with employee queries after the share scheme launch. This can be reassuring for employees and alleviate a significant burden for the client.
Further help and information on employee share schemes
For detailed guidance on all aspects of the design, implementation and administration of employee share schemes see "Employee Share Schemes: a Guide for Directors" (2006/07 edition). You can view the Guide online or order a free copy here. Or ask for a free consultation.
