The purpose of long-term incentives is to retain and motivate top talent to drive the business forward.
Succession planning for any business is fundamental to its longevity. The recruitment sector is equally, if not more, reliant on the contribution of its key staff members than many other sectors. Retaining those key individuals and increasing the level of engagement with the company’s overall strategy, through the use of long term incentive plans (“LTIPs”) represents an excellent solution. Aligning the interests of the shareholders and key employees helps to maximise shareholder value, drive growth and build long term income and asset.
One of the most popular LTIPs is the Enterprise Management Incentive (EMI) scheme, and this guide should explain that popularity. We have included a fictional case study to illustrate how an EMI Scheme might play out.
However, despite its popularity an EMI scheme might not be the right solution for your business. In this guide we also cover Growth Shares and Phantom Shares.
I hope you find this guide useful. I have been working with recruitment businesses for many years and what continually impresses me is the vision and ambition of business owners in this sector, and their commitment to making it happen. As a LTIP expert, I have advised many recruitment business owners on the best solution to successfully retain and engage key employees within their business.
If you would like to discuss LTIPs further or have any queries please do get in touch.
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