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At re:cap, we regularly host brown bag sessions where team members share insights on topics they are passionate about. Yesterday, our CEO Paul took the stage to discuss re:cap's ESOP program and share his thoughts on the importance of employee stock options. His main message: we want every employee to participate in re:cap's success. Everyone contributes to making re:cap a successful company. So everyone should have the opportunity to benefit from the growing value of the company. That’s why re:cap's employees get shares – no matter their level or seniority. If you'd like to know more about our benefits, take a look here: https://lnkd.in/eY5AWNaG

This past Friday (March 1), PCV held a virtual Wheel of Fortune-style game to celebrate Employee Appreciation Day. Employees split into four teams and went head-to-head to solve three rounds of challenging word puzzles.   Employees across several departments participated in the event, including Client Services, Human Resources, Marketing, Quality Control, and Vendor Relations. Half Can’t Talk was the contest’s winner, leading the way with 35 total points, followed by a two-way tie, Charlie’s Angels and Keith’s Angels with 34 points each, and The Pink Ladies finishing with 29 points. Half Can’t Talk winners were Megan Cote, Christina Paice, Joey Hernandez, and Kellie Ward.   Watch below for the word puzzles our teams faced and the answers for each. Are you able to solve them all? #employeesmatter #employeeappreciation #companyculture #teambonding #realestate #appraisal #appraisals #valuation #valuations #valuationservices #appraisalmanagement #pcvmurcor 

Beazley has had a presence in Canada for some time, but our Financial Lines team is experiencing a renaissance of sorts. Our journey to becoming one of the most valued Financial Lines carriers in Canada is now well underway. Why Beazley Financial Lines? 1 - We offer high-quality primary and excess capacity and our broad appetite means our Financial Lines team can be your one-stop-shop for all FIs, Public Companies trading in Canada and/or the US, and Large Private clients. 2- Our local underwriting team is supported by a local claims team with valuable experience in the field, able to meet with clients, and supported by colleagues in the US and internationally. Our claims handling is specialized, vetted, and tested in both good and challenging loss years. 3 - We pride ourselves on our client-centric and market-leading service and quick response times. 4 - Global programs capabilities - ability to issue local policies in over 170 countries around the world. 5 - Finally, we have employed a phased approach to our product offerings in Canada, starting with what we feel the market needs now, and building that offering out over time. I would define our new products as avant-garde. Avant-garde is a French term which translates into ‘advance guard’, used to describe the soldiers who went ahead of everyone else in a battlefield. In the early 19th century many used it to describe a new art form. It was radical, and some may say ahead of its time. Avant-garde pushes against the established boundaries that exist, what is considered by the masses to be the status quo. But it only takes a few influential people to both challenge and change what is the accepted norm. This happened with art and the Avant-garde movement, and has been happening in the business world over the last few decades. Modern tech companies could not thrive or exist in a world where they did not push against the boundaries of the norm. The wider business world (and our industry especially) cannot afford to sit still. I know we aren't. 🚀 🚀 🚀 Reach out to the team with any questions! Lucas Prete Defne T. Michael Z. #beazley #avantgarde #financiallines #insurancejustdifferent Beazley

When we talk about #WFH vs #WFO, here's another thought: Why require people to come in for a full day so that they have to commute at peak hour and spend a full eight hours interacting with others. When you have a hybrid model, WFO time should include half days. from my comments: Most knowledge workers are only good for 3-4 hours of real productive creation. The rest of the time is meetings, administrative bump and networking. Some of us prefer to do that solid work alone and others prefer to do it with the team. We should be able to organise our lives in half-day units.

If you've ever considered wanting to give your employees and contractors the opportunity to earn equity ownership in your company, we've made it simpler, more affordable, more flexible, and truly performance-based. At Awsm we're fixing all the things that suck about employee ownership. • No strike price, no purchasing options • No 83b elections • No annual K1s • Performance-based instead of time vesting (you do the thing, you earn X amount of ownership tied to that thing) • Micro-grants as easy to send to an employee as Venmo • Dashboard where employees can see how much they own and what it's worth • Ability to buy back ownership if employees leave • Can be used with FTEs, part-time, contractors, advisors, referral partners • Quarterly profit-sharing can be tied to ownership earned (instead of salary or title or time), putting everyone on equal playing field • If profit-share target isn't hit in a quarter, employees who worked hard and earned ownership are still rewarded for their efforts and can get larger portion of profit-share next quarter We can set this up in a few days, and do it for a fraction of the price of doing it using older methods. Ownership is Awsm.

Imagine a workplace where every employee is as invested in your company’s success as you are. That's the vision Byron McFarland, Founder of The McFarland Group, laid out at TLR24 during his session 'Winning the War for Talent.' By implementing strategic equity compensation plans like stock options and phantom stock, companies can transform their workforce into committed partners. McFarland detailed how smartly designed award structures, vesting periods, and payment triggers can align employees' ambitions with the company’s long-term goals, creating a powerful synergy that drives mutual success. Need expert guidance on equity compensation? Let's talk about it. #W360TLR #businesscoaching #thoughtleaders #EquityCompensation

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While sacrificing some sleep and sanity has helped get your business to where it is today, it won't be enough to take it to the next level. Recruiting and incentivizing quality talent is critical to get to the next level. There are a number of ways to do this - flexible work arrangements, cold brew on tap, etc. However, top performers are also going to want to get paid and will not shy away from working hard to get it. A phantom stock plan rewards results without locking you into carrying high salary costs. Read more to see if it might make sense to start one for your business.

Weston & Sampson employees are owners from nearly the moment they join us. Hear from Cassidy Yates, EIT on what it’s like to begin your career in an employee-owned firm. In this video, Cassidy shares how joining Weston & Sampson right after school helped her realize the day-to-day benefits of being part of an employee-owned firm. From financial empowerment to pursuing sustainability initiatives, Cassidy highlights the impact of our ESOP culture on her career and future. Watch the video to learn more about the benefits of ownership and the opportunities it brings! #ESOPMonth #EOM2024 #EmployeeOwnership #ESOPCulture #AECEmployeeOwners #ThinkLikeanOwner 👉 Learn more about joining our team https://lnkd.in/ejRzx3k

This blog post is the second in a three part series for The Firebird Partnership Ltd pulling together condensed thoughts around leadership. Here I look at a few techniques that can be used to boost engagement and performance.