CSG Partners | ESOP Advisors

"ESOPs are complex." We hear it a lot. But how is that different from other M&A strategies and other #ERISA plans? Our panel of legal and #EmployeeOwnership experts will separate the myths from the facts and explain the regulatory nuances and best practice considerations behind effective #ESOP governance. If you're considering an ESOP strategy, managing an #EmployeeOwned company, or advising businesses anywhere on this spectrum, we hope you'll join us for this live Q&A. Featured panelists include Rebecca G. DiStefano (Greenberg Traurig, LLP), Pete Shuler (Blue Ridge ESOP Associates), and our Andrew Nikolai, CFA and Jordan Burg.

Today marks a significant milestone for Kirsch CPA Group as we become 100% employee-owned through an Employee Stock Ownership Plan (ESOP). This transition represents our unwavering dedication to our clients and community. With every team member invested in our success, we are more motivated than ever to deliver exceptional service and innovative solutions. Thank you for your continued support as we embark on this exciting journey! Learn more about the Kirsch EOSP Journey: https://lnkd.in/gcyR4dzy #EmployeeOwnership #KirschCPAGroup #ClientSuccess #Innovation

Perelson Weiner LLP has officially launched an Employee Stock Ownership Plan (ESOP), marking a significant milestone for both the firm and its dedicated team. This move not only demonstrates a commitment to employee empowerment but also reinforces the firm’s long-term vision of shared success. Learn more here: https://lnkd.in/gDbWMeyz #EmployeeOwnership #ESOP #Accounting #Leadership #TeamSuccess

The family that owns Stewart's Shops has set in motion a plan to sell its stake to the company's employees.

I’m extremely proud of Petticoat-Schmitt’s transition into an employee owned company. While the due diligence and lengthy transaction was a heavy lift, the actual decision to sell the company to the employees through an ESOP was not a difficult one. Three primary issues helped guide my decision. One, I knew that after all we had been through as a team, there was no way I could sell the company to a third party and risk compromising our culture. It is very important to me that we can maintain our culture and continue to pursue our vision as a team. Second is legacy and succession. I want Petticoat-Schmitt and it’s unique culture to live long beyond me and I want young talented leaders to see that future and to be attracted to the opportunity. Third is financial opportunity for the loyal hard working employee owners of Petticoat-Schmitt. I want those who work hard, provide value, put in the time and effort to be financially rewarded above and beyond what just a salary and 401k can provide. It’s my dream to have employee owners with million dollar plus ESOP share values. Having just completed the first 30% transaction on May 31st of this year, we are just beginning our employee ownership journey. Fortunately we have been an open book company and have shared profits with all employees for many years so I feel we have a head start on the financial training effort, but there is a lot more to do. Communication and training are essential. Much like starting a business, it takes time and effort to see the fruits of your labor. Other experienced ESOP participants have told me it takes 2-4 years for it to really “kick in” as it takes that amount of time to see substantial growth in the ESOP balances. We are not going to wait though. We are committed to to driving ownership thinking through our organization with education, communication and awareness as we grow the company. I want employee ownership to be a robust part of our culture rather than just another retirement plan sitting in the background. Many have asked me if this is a retirement or a “slowing down” plan for me. Heck no! I’m Ryan 2.0! I’m more excited to lead Petticoat-Schmitt as a co-owner with the rest of our team than I ever was as the 100% owner. I’m inspired to grow the company and get to the phase of our ESOP journey when we become 100% employee owned.