So all full time employees participate, and the options are distributed in proportion to salary. Once we have achieved the necessary growth in business volume and cash flow, we will establish an ESOP and launch an employee buyout of our outside investors. The investors know about and supported this plan as their cash-out strategy. Fiscal ownership for employees is the goal, but so is the creation of a culture of ownership at the office, in our everyday work lives. Studies have shown that when employees are given real influence, real responsibility for their domain and for the direction a company takes, productivity rises.
Employee satisfaction rises.
Knowledge is power, and power is energizing. As we work to develop our products and build our company, our employees are involved in decisions, are informed about budgets and have a say in hiring. But we also seek to make everyone who works here a part of RH Solutions, to establish a vital connection between the people and the corporation. The chief problem that I have encountered, and would warn other entrepreneurs about, is that the typical employee who comes to us responding to a job opportunity notice tends to find the whole employee ownership concept pretty alien at first. Typically, they are just looking for a job and don't understand what is involved in owning and operating a business.