Bonus schemes, after work socials and wellbeing programmes are all great examples of how to keep your team engaged but is that enough to keep your high performers locked in and driven to achieve the overall business goals?
Bonus schemes, after work socials and wellbeing programmes are all great examples of how to keep your team engaged but is that enough to keep your high performers locked in and driven to achieve the overall business goals?
Long-Term Incentive Plans (LTIPs) can form part of a sustainable strategy to reward and retain the top talent in your organisation. Aligning your interests, as a business owner, to key employees helps maximise shareholder value, drive growth and build long-term income and asset.
To find out more, read our FREE guide…
“Retaining those key individuals and increasing the level of engagement with the company’s overall strategy, through the use of Long-Term Incentive Plans represents an excellent solution,” says Alison Price, Recruitment Accountants Tax Partner.
Known as deferred compensation strategies, LTIPs come in various types and are designed to help a business achieve its performance targets. This flexibility means that LTIPs can be tailored for your individual company, with terms aligned to your goals, growth forecasts and current structure.
Setting up an LTIP can also help to endorse your business values and philosophy, while aligning your best people with your strategic objectives. Goals are usually set for the next three to five years, ensuring sustainable progress, rather than short-term performance.
One of the most popular LTIPs is the Enterprise Management Incentive (EMI) scheme, and our guide explains its popularity and how it works. You will find answers to the following questions:
Despite its popularity an EMI scheme might not be the right solution for your business. There are other options available such as Growth Shares and Phantom Shares. To help you, our finance experts have outlined everything you need to know in our FREE guide.
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