Issue link: https://read.uberflip.com/i/1256345
2 MORGAN STANLE Y AT WORK Increase the return you get from your investment in your equity compensation plan As an equity plan administrator, or a member of a human resources or finance team, you spend a lot of time working on your company's equity compensation plan. When you consider the way your employees think of the plan, is their level of engagement and understanding reflected in the amount of time you're putting in? It can sometimes be hard to measure if your time and energy are being spent effectively, but there's one key element that will always help you make the most of your investment in your equity program: employee education. Why bother with employee education? With the rapid pace of corporate life, it can be hard to carve out time for projects that might not feel mission-critical. However, there are many reasons why employee education should remain a priority for you and your team: • If employees understand the mechanics of their equity, they are better positioned to get the most value from their awards. • An awareness of equity value helps demonstrate to employees how their hard work pays off. • When equity awards are clearly understood, employees have a better grasp of what they're leaving on the table if they depart your organization. • Most importantly: it may make your life easier! You may receive fewer questions as well. Creating a formal education plan for your employees doesn't have to take a lot of time. Read on to get actionable tips for how to focus your knowledge and resources into a comprehensive plan to help your employees. Working with Remote Teams Whatever the reason, if you're supporting a remote workforce, it may require additional communication challenges. However, the fundamentals outlined here still apply – it might just require a shift in tactics, or an increase in communication frequency. Here are a few other things to consider with a remote population: • What tools do you have available to enrich the communication experience? • Do you have the ability to track engagement with your resources, either with open rates or other metrics that can help you measure effectiveness? • What's been successful in the past (or, what have you found to be helpful for communication pieces that you receive)? • Are there any new and creative communication methods that you want to pilot? Don't be afraid to try new things, or to ask feedback from your employees! They can tell you what works, and what might not be as effective as you plan for future iterations. SHARE WORKS