Engaging your Workforce: Strategies to Maximise Employee Share Plan Success

Table of Contents 

1. Understanding your employees
2. Clear and effective communication
3. Your platform and technology matters
4. Incentivising participation
5. Promoting an ownership culture
6. Continuous feedback and adaptation
7. Measuring success
   
8. Why choose Automic for your share purchase plan provider platform 

1. Understanding your employees

Understanding what drives your employees is key to meaningful engagement. For some, it’s the financial benefit —the opportunity to build wealth through share ownership. For others, it’s about feeling valued and having a stake in the company’s success. Employees who see their efforts contribute to broader organisational goals are more likely to embrace share plans. For example, a team member motivated by a shared vision of success may feel empowered when they see their stake aligned with the company’s achievements. Identifying these motivators allows you to design a plan that resonates with your team’s priorities, making participation a natural and compelling choice. 

Expert tip 

Conduct surveys, focus groups, or one-on-one discussions to uncover: 

• What employees value most about share plans.
• Any concerns or barriers to participation
• Ideas for improving plan design or communication.
   

2. Clear and effective communication

Employees won’t engage with a share plan they don’t fully understand. Simplify complex terms and use clear, jargon-free language to ensure clarity. For example, instead of using financial jargon like "vesting schedules," explain it as "the timeline for when shares become yours to sell."  

Here are our tips for breaking down the key details: 

• How the share plan works: Use visuals or step-by-step guides to show how employees can enrol and benefit. 

• The benefits of participating: Highlight real-world examples, such as how other employees used their shares to achieve financial goals. 

• Key dates and actions required: Provide a timeline of important milestones with automated reminders, ensuring no one misses critical deadlines. 

Expert tip: 

Consider using multiple communication channels to reach different audiences, such as emails, webinars, videos, and face-to-face meetings. Tailor your message to resonate with various employee groups, ensuring inclusivity and understanding. 

3. Your platform and technology matter

Digital share administration and management platforms play a critical role in making employee share plans more accessible and engaging. A well-designed platform ensures employees can easily navigate and utilise the plan. Employees appreciate a user-friendly design and the ability to access information on demand, while administrators will benefit from reduced manual workload. 

For instance: 

• 24/7 access to details: An online portal allows employees to track their shares, monitor growth, and review plan details at their convenience, fostering transparency and trust. 

• Automated reminders: Technology can reduce missed deadlines by sending timely alerts about enrolment periods or important milestones. 

• Interactive tools: Calculators and forecasting features help employees visualise potential rewards, making the benefits tangible and motivating. 

Expert tip: Ensure your platform is mobile-accessible. Many employees prefer accessing information on the go, and a responsive design can significantly boost engagement. 

Discover how Automic’s Employee Share Plan team can streamline your processes and elevate engagement. Get in touch today. 

4. Incentivising participation

Employees often need a clear reason to engage with a share plan. These targeted strategies highlight your organisation’s commitment to employee success and make the share plan more engaging and accessible. 
 
You can drive participation by: 

• Offering matching incentives for employee share purchase plans: Tangible incentives, like matching shares or rights for an employee share purchase plan, can make the decision to enroll more appealing. The average employee participation rate for a purchase plan with no matching component usually sits between 10 and 20%, however when you offer a matching component such as one bonus share for every one to three purchased shares, you should expect to see participation rates increase substantially, sometimes as high as 50 to 60% of the eligible employee population.

• Providing financial education sessions to demystify investing: A lack of knowledge can deter employees from participating. Simplifying investment concepts through workshops or resources helps them understand the potential benefits and reduces hesitation. 

• Recognising and celebrating milestones: Milestones such as vesting anniversaries or long-term goals are opportunities to reinforce commitment. Celebrating these events publicly or within teams not only motivates individual employees but also creates a shared sense of achievement. 

Expert tip: 

Encourage managers to become advocates for the share plan. When leaders actively promote and participate, it creates a trickle-down effect, motivating employees to engage. For example, a manager sharing their own experience with the plan can build trust and inspire confidence among the team. You could also ask your service provider if they have any suggestions on how to arm leaders with the right knowledge to encourage plan participation amongst their teams.

5. Promoting an ownership culture

Engagement doesn’t stop at participation; it thrives when employees feel like genuine stakeholders. When employees understand how their efforts contribute to the organisation's success, it deepens their sense of ownership. For example, a team that is regularly updated on how their contributions impact quarterly performance goals is more likely to remain engaged and motivated. Building this connection transforms employees from participants to active partners in your company’s growth.  

An ownership culture not only boosts engagement but also strengthens loyalty and collaboration, as employees see themselves as integral to the organisation’s success. 

You can foster an ownership mindset by: 

• Sharing regular updates on company performance and goals: Transparency builds trust. For example, sharing quarterly performance reports and highlighting how individual contributions support the company’s progress can deepen employees’ sense of involvement. 

• Celebrating team achievements tied to business success: Recognising accomplishments reinforces the connection between employee efforts and organisational outcomes. For instance, celebrating the launch of a new product or surpassing sales targets can boost morale and engagement. 

• Encouraging employees to share ideas and contribute to organisational decisions: Giving employees a voice fosters innovation and ownership. Hosting regular forums or anonymous suggestion drives can make employees feel valued and heard. 

• Reminding employees about the benefits of being a shareholder: Encouraging employees to vote on Annual General Meeting (AGM) resolutions and participate in key decision-making processes reinforces their role as both an employee and a shareholder. Additionally, celebrating when dividends are paid on shares held under an employee share plan highlights the financial benefits and deepens engagement. 

Expert tip: Ask your platform provider to send tailored AGM and dividend reminders to employee shareholders. This reinforces their dual role as shareholder and employee and strengthens engagement. 

Ready to maximise your employee engagement? Contact Automic’s employee share plan team today to discover tailored solutions for your organisation. 

6. Continuous feedback and adaptation

An effective share plan evolves based on employee feedback and changing needs. Creating an ongoing dialogue ensures your share plan remains relevant, impactful, and tailored to employee needs. 

Implement regular check-ins to: 

• Measure satisfaction and identify pain points: Surveys and anonymous feedback forms can reveal obstacles that might discourage participation, such as unclear plan details or perceived complexity. 

• Gather ideas for improving the plan: Employees often have valuable insights. For example, they might suggest new features, such as a mobile-friendly interface, or propose additional incentives that would make the plan more appealing. 

• Address any misconceptions or concerns: Misunderstandings about eligibility or taxation can create barriers. Proactively clarifying these points ensures employees feel confident about their decision to participate. 

Expert tip: Make feedback actionable by sharing key findings with employees and outlining the steps you’ll take to address their input. This transparency builds trust and demonstrates your commitment to continuous improvement.

7. Measuring success

To evaluate the effectiveness of your share plan, track key metrics such as: 

• Participation rates: High participation indicates strong employee interest and trust in the plan, while lower rates might signal a need for better communication or incentives. 

• Employee satisfaction scores: Regular surveys can reveal how employees perceive the plan and highlight areas for enhancement. For instance, a rise in satisfaction after simplifying plan terms shows the value of clear communication. 

• Retention rates among share plan participants: Employees engaged in share plans often demonstrate higher loyalty, reducing turnover and strengthening organisational stability. 

Use this data to celebrate successes and identify areas for improvement. For example, if participation increases after launching a new incentive, it validates the effectiveness of your strategy. Transparent reporting on plan performance also reinforces trust and confidence among employees, demonstrating your commitment to their financial well-being and growth. 

 

8. Why choose Automic for your share purchase plan provider platform 

Automic is your dedicated partner for transforming employee share plan management. We combine innovative technology, deep expertise, and an employee-first philosophy to provide unparalleled solutions.  

Here’s why Automic stands out: 

Comprehensive platform 

Our all-in-one platform integrates employee share plans and registry management seamlessly. By offering a single source of truth, we: 

• Eliminate double handling, reducing administrative workload.
• Ensure data accuracy, giving you confidence in your reporting.
• Streamline workflows, saving valuable time and resources.

Exceptional employee experience 

We prioritise ease of use with a purpose-built interface that: 

• Simplifies key employee actions, such as enrolment and share tracking.
• Drives higher engagement through intuitive design.
• Offers flexibility to work anytime, anywhere.

Intelligent administration tools 

Our advanced tools empower your team with: 

• Automated workflows that minimise errors and increase efficiency.
• Smart reporting features that provide actionable insights.
• Self-service options enable employees to access information independently.
• Expert local support to address your unique needs promptly.

The Automic advantage 

When you partner with Automic, you’re not just investing in a solution – you’re investing in a strategic ally dedicated to enhancing the value of your employee equity. Whether it’s ensuring compliance, boosting engagement, or streamlining administration, we provide the expertise and tools to make your share plans a success. 

Ready to elevate your employee share plan? 

Discover how Automic can simplify and enhance your share plan management. Contact us today to learn more.