We all know the fundamental building blocks of the Great Game of Business®: Know and teach the rules Follow the action and keep score Provide a Stake in the Outcome® When it comes to that third step—providing a stake in the outcome—what’s the best way to do that? Two common choices include cash bonuses and equity sharing. Many owners, especially those new to the Game, are skittish about sharing equity with employees. They can’t always put their finger on why it makes them nervous, but the reality is that using equity interests can be a great way to provide a stake in the outcome to your associates.

We all know the fundamental building blocks of the Great Game: Know and teach the rules Follow the action and keep score Provide a stake in the outcome When it comes to that third step – providing A Stake in the Outcome® – what’s the best way to do that? There are really just two choices: cash bonuses; or equity sharing.

Nearly every day, a business owner makes the personal decision to retire. That’s an easy decision to reach in principle. But what about the specifics? The concrete plan? Figuring that out can be overwhelming.

A Stake in the Outcome: Should You Consider an ESOP? Maybe so, if it kills two birds with one stone. It’s fundamental: to play the Great Game successfully, employees need to have a stake in the outcome. Otherwise, it’s hard to imagine why they would go to all the extra trouble to help the company boost its performance. But what’s the best way to provide that?

Having an ESOP at your company means that some of your company’s stock will be held in the retirement savings accounts of your employees. Is this something a business owner might live to regret? One of the first questions raised by business owners about ESOPs is the issue of corporate control. After all, the employees have stock. Could they make trouble? Would it be inmates running the asylum? The answer, in a word, is no.