Taking stock of today

An accurate snapshot of where you are today is a hugely important first step, and year-end is a perfect opportunity both to encourage your participants to check in with their plans and to gather their feedback. Just like you, they are navigating a topsy-turvy economy and job market. You want to make sure to get a holistic picture of their experience to see where support matters most. When it comes to recruiting and retention, we need to understand why employees stay or leave in the first place in order to be able to leverage our equity compensation plans to better support a thriving, loyal workplace culture. For example, we learned in the Morgan Stanley 2021 Transparency Report that if a company itself is not diverse or equitable, then it's nearly impossible for the equity compensation plan to be so. Do your equity participants feel included and valued? Does your wider employee population? To unpack this and other challenges, invite your employees' honest feedback. Host town halls, surveys, exit interviews, or even "stay interviews" to spark dialogue around employee motivations and perceptions. Track key performance indicators like plan participation among eligible employees, engagement in education campaigns, overall satisfaction rates, views of company culture, year-over-year talent attrition and retention rates, and DE&I (diversity, equity and inclusion) metrics.

Instant Insights /

Listen up: A company's year-end game plan must include employee feedback

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