esop presentation september 2011
DESCRIPTION
Employee Share Plans presentation showing how your business can attract, retain and motivate key employees - as well as improve financial performance.TRANSCRIPT
Maximise Business Value:Employee Share Plans as a
Succession Tool
Craig West
Did you know?
Baby Boomers – the 18 year wave
51%of business owners plan to use their business as their primary source of funding retirement
43%aim for a lump sum and a third expect an ongoing income stream
The average age of a family business
owner is 56 years.
55%of all firms plan to recruit in the next 12 months (competition for talent will increase)
61%would seriously consider selling if approached.
31%of retired business owners do not have an adequately funded retirement.
Why Succession Planning?
55% of all business exits are due to death, disability,
bankruptcy, receivership,liquidation or simply closing
the doors.
$213b in US ESOP’s
Of the estimated $8 trillion of corporate equity in
the United States, employees own about $213
billion through ESOPs and
similar stock plans
11,500 companies &9m employees
In the United States, more than 11,500
companies have an ESOP covering almost 9
million employees.
8-11% Faster Growth
ESOP companies that combine employee
ownership with a participative management
style grow 8-11% per year faster than they
otherwise would have.
Clegg in employee ownership pushWednesday 4th July 2012
Nick Clegg has announced plans for an Institute for Employee Ownership
The Government has announced moves to promote employee ownership and make it easier for people to run their own business.
Deputy Prime Minister Nick Clegg said he wanted employee ownership to be normal, rather than a “eureka” moment. He told a summit in London that he supported a culture shift to help people become their own boss.
Competitive Edge “People are definitely a
company’s greatest asset. It doesn’t make any
difference whether the product
is cars or cosmetics. A company is only as good as
the people it keeps”
- Mary Kay Ash
Performance Examples!Year 1 Year 2 Year 3 Year 4 Year 5
Net Profit (average improvement)
55% 51% 35% 40% 43%
Staff Turnover (as a percentage of total employees)
13% 10% 6% 6% 4%
Absenteeism (average days per employee)
5 3 3 2 2
What are you telling your staff by the way you pay
them?
Rewarding key people who are already
collaborating to drive the business!
Base Remuneration • Salary & Wages• Other benefits
Short Term (annual bonus)• Cash bonus• Commission • Cars• Fringe benefits• Entertainment• Income Continuance Policy• Other benefits
Long Term (loyalty) bonus • Retained Bonus• Equity Savings Plan• Equity• Shadow Share Plan• Replicator Plan
Key people as business owners?
“Employee ownership is world changing. It is the way ahead…in the global economy. It reflects that human capital is becoming more important than physical assets…The global economy will succeed when employees feel a stake in the business”
Gordon Brown MP – Chancellor of the Exchequer
Sharing the Profit
“The truth is that all profit sharing doesn’t create
employee involvement – it requires it.”
- Ricardo Semler
Ladder to Equity
1. Employee – earning income (salary/wage/hourly rates etc. ) – this is where most employees sit ( and stay ).
2. Income model – the first step on the ladder then is to boost that income and this is quite common – we often see companies paying bonuses, commissions on sales, incentives etc. to increase an employee’s income
3. Profit share – most equity plans begin with this simple step and
in fact many end at this step – simply providing a share of profits to employees is a great additional incentive as they are directly rewarded as a result of the financial performance of the company in the same way that a business owner typically would be.
4. Equity – whilst there are many equity plans available our
Peak Performance Trust provides a formal structured mechanism to incorporate stages three, four and five into any business succession plan - this allows employees to transition into an equity ownership position within the business they work for.
5. Control – often this step is never utilised though on occasion
has substantial benefits in terms of succession not only of business management but also ownership. Ultimately control means that employees can be transitioned through the earlier four stages and end up in a position of control – this may be that they take over general management or CEO of the company, it may be that they end up with a seat on the board at some future date however this step is not to be rushed
Extra Profit Share 20%
Target Profit
Current Profit
Your company Peak
PerformanceTrust
Shareholders
Company
Participating Employees
Peak Performance
Trust Shares in Company
extra profits
Peak Performance Trust – Stage One
Shareholders
Key Employees
Existing Company
Co-Trustee
Peak Performance Trust
Peak Performance Trust – Stage Two
Shareholders
Key Employees
Existing Company
Co-Trustee
Peak Performance Trust
buys equity
profit share% $
unit holders
Identify key employees and KPI’s
Financial Modelling
Employee Education
Introduce the PPT
Integrate the PPT
Ongoing- Communication and Management
Creating an Organisation of Winners
ENTITLEMENT FEAREARNING
I HAVE IT COMING
I DID THE BEST I COULD
I LIKE THINGS JUST THE WAY THEY ARE
HAVE YOU THOUGHT IT THROUGH?
LET’S GO FOR EXCELLENCE!
SHOOT FOR THE BIG ONE!
YOU CAN NEVER LET UP
WATCH OUT!
MAKE ME SAFE
LowHigh
High
From Danger in the Comfort Zone, by Judith Bardwick
Motivation is highest when the probability of
success is 50%
The Three Characteristics of the Best Companies
• Have fun
• Really care:About each others, customers, suppliers
• High expectations of performance:From within the team, not just top-down
The Ownership Thinking Process
The Right PeopleVALUES
PUPPIES STARS
TERRORISTSDOGS
PERFORMANCE
The Right People
Ownership Thinking cultures retain
employees at a 200% better rate than
non-engaged cultures.
(www.nceo.org)
The Right People
Unlike many companies, we practice: “adequate performance gets a generous severance package.”
The Ownership Thinking Process
What your employees
don’t know can hurt you
How to Effectively TeachFinance to Employees
Paycheque Bills Savings
Revenue Expenses Profit (Loss)
Everyone Can Create Profit
SALES
- EXPENSES
= PROFIT
The Ownership Thinking Process
The Right Measures: Keeping Score
The problems with financial statements:
• Too Complicated• Too Late• Too Disconnected
Scoreboards & ForecastingProTech Inc. Scoreboard Plan Forecast ActualSusan Existing Client Sales 700,000$ Calculation Existing % 93.33% #DIV/0! #DIV/0!Tom New Client Sales 50,000$ Calculation New % 6.67% #DIV/0! #DIV/0!Calculation Total Sales 750,000$ -$ -$ Alex Direct Labor 400,000$ Calculation Gross Margin 350,000$ -$ -$ Maury Overhead 250,000$ Calculation Profit Before Tax 100,000$ -$ -$
Maureen % Non-Owner Sales 80%Linda # of Qualified Leads 60Cydny Close Rate 35%Frank # of Active Clients 16Felix Billable Hour % 80%Tony Average Markup 57%Greg Average Collection Days 40Tonya Number of Open Positions 2Chad Customer Service Score 95%
Cascading• Mission• Vision• Strategies
Strategy Plan Forecast ActualBob Sales 1,650,000$ 1,720,000$ 1,728,000$ Bill Direct Labor 650,000$ 670,000$ 668,000$ Ann Materials 450,000$ 445,000$ 440,000$ Calc. Gross Margin 550,000$ 605,000$ 620,000$ Todd Overhead 400,000$ 400,000$ 396,000$ Calc. Profit Before Tax 150,000$ 205,000$ 224,000$
Bill Average Cost/Package $1.50 $1.58 $1.54Doug Discounts/Returns 1,500$ 2,200$ 2,260$ Sally On-Time Delivery % 95% 96% 97%Adam Sales Per Staff Hour 10,500$ 9,550$ 9,362$ Todd Average Collection Days 40 38 37Ann Inventory Turns 7 7 6
NAME KPI BUDGET FORECAST ACTUAL
Tom Overtime $600 $450 $438
Allan Packaging Waste 250 lbs 290 lbs 310 lbs
Phyllis Product Waste 500 lbs 820 lbs 730 lbs
Tom Avg. Set Up Time 50 mins. 40 mins. 40 mins.
Allan Packages/Hour 1700 1550 1620
NO MORE TEARS
ObjectivesActions &
People Financial Benefits Prize
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LeadershipScoreboard
DepartmentScoreboard
RapidImprovement
Plans
Medical Supply Distributor Impact of RIPsQTR Name Objective SavingsQ1 The Vendor Love Boat Reduce junk fees, take all discounts, 30,000.00$ Q1 Sizzlin Samples Reduce Samples expense and Sample Freight 12,000.00$ Q1 Mercedes Drives 100 Add 100 new accounts per month 11,954.00$ Q1 Returns of the Jedi Reducing customer returns 15,000.00$ Q1 It Aint Easy Being Green Reducing carbon footprint 5,000.00$ Q2 CPR Flatliners Reduce customer attrition 15,325.00$ Q2 The Terminator Paperless Picking and Packing in warehouse 5,400.00$ Q2 Deal or No Deal Reduce Variouse Operating Expense 17,500.00$ Q2 UP (a catalog adventure) Obtain vendor sponsorships for ads in catalog 41,000.00$ Q2 Credit Casino Royale Reduce Customer Credits due to order error 12,500.00$ Q3 The Matrix Increase Web Sales 54,000.00$ Q3 No Going Postal Invoices via Fax or Email - Reduce Postage 441.76$ Q3 The Three Amigas Upselling customers during order taking 3,583.00$
223,703.76$
The Ownership Thinking Process
The Right Incentives: Designing Incentive Plans
Most incentive plans don’t work
In fact, many of them do damage
The Right Incentives:Designing Incentive Plans
Elements of a Poorly Designed Plan
• Separate Fiefdoms• Discretionary• Unattainable• No Perceived Value• Uncommunicated Goals• No Link to Work• Changes During Community Time
Frame
Elements of a WellDesigned Plan
• Self Funding – Drives Value of Business
• Perceived Value• Shared Targets• Understandable Goals• A Stretch, But Attainable• Clearly Aligns Employees Behaviour
to Business Objectives
Case Studies
LJ Hooker Commercial Central Coast
Winner of the 2011 ESOP of the year award using a Peak Performance Trust.
Award based on substantial reduction in sick days and improved staff retention, as well as a noted increase in performance and participation.
Ty Blanche – LJ Hooker:
“We have created a more understanding team of people, and
added value to the individual’s performance congruently.”
“both financial services and property management referrals from
employees participating in this scheme increased at a higher level
than before. I put this down to their seeing value in contributing to the
company’s bottom line because they will share in the profit.”
Best SME/Succession – 2012 ESOP Award
C-Mac Industries
C-Mac was given this award because it is in a period of succession and transition. They have a very different set of circumstances and challenges from large companies. How do you move from single ownership to employee ownership whilst keeping the character, skills, employees and capabilities of the company intact? C-Mac’s plan managed to achieve this.
What Next?
Further information on our website:
www.successionplus.com.au
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