As professionals involved in hiring, compensating and incentivizing employees prepare for 2025 and beyond, the impact of the changes in the workplace over the past several years is undoubtedly top of mind. Shifting employee priorities related to company expectations as well as employees’ concerns about their financial future, career growth and work-life balance top the list. When coupled with greater awareness and the scrutiny corporations are under regarding how they do business, these trends have driven leaders to rethink their mission, their workforce makeup, and their approach to motivating employees and rewarding performance.
As a result, we’ve seen companies around the world dramatically shift their strategy and perspective on driving organizational resilience and widening their organization’s responsibilities to embrace individual and societal well-being as priorities. This includes redefining company success beyond shareholder return to consider financial inclusion and the financial wellness of employees in a broader context. However, as companies navigate the challenges that these dramatic changes pose, how should they best position themselves to take advantage of the opportunities that the new work landscape will provide? And, more importantly, how will they incentivize employees to focus on these new objectives?
This paper will discuss the following:
- Workplace trends
- Why equity?
- Broad-based LTIPs versus ESPPs: Which is right for your company?
- Is broad-based equity really better?
- Strategies for maximizing the impact of broad-based equity programs
- Real-world results