Posts Tagged ‘rewards’

Entrepreneur’s Equity

Thursday, December 13th, 2018

I am often asked by founders and entrepreneurs in small businesses, “at what point should I consciously start sharing equity in order to attract and retain key people?” My retort, which stuns a lot of them, is “why would you ever consider doing that?”

After all, as the founder or entrepreneur, you have taken all the financial and non-financial risk to this point, you have established the business to maximise your independence and freedom, and you have paid your employees handsome salaries, bonuses and benefits for producing expected or superior results. 

A great many founders and entrepreneurs confuse gifting equity with two issues: (1) “producing results” and (2) “rewarding results”. 

You produce results by hiring qualified people, creating a positive environment, giving them clear objectives, metrics (progress and success),  accountabilities and timelines.

You reward results through a range of financial and non-financial incentives (pay, benefits, bonuses, gratifying work and meaningful career progression).   

My point here is not that you would never offer equity to a key individual but rather you must have absolute clarity about what you are seeking to ideally accomplish, the alternatives, the pros and cons of each and the best solution for your business. Being “frightened of them walking out” is rarely ever a good reason for an entrepreneur or founder to do it without rationally  examining your “fear”.    

Investor Accountability

Friday, December 16th, 2016

“What is the one action I have undertaken today to positively nurture our investment pipeline?”

If you want to continually stay on an upward investment curve, it comes down to simple things: individual accountability within an investment firm. Whether you are a HNW individual, a Family Office direct and co-investing, a private equity or venture capital fund manager or an adviser deploying your own and others money, it doesn’t matter.   Be intellectually honest and answer the question, before you leave your office.

© James Berkeley 2016. All Rights Reserved.

 

Agile Management

Wednesday, December 9th, 2015

So the CEO of Swiss Reinsurance Company faced with increasing amounts of uncertainty and rising competitive threat levels in 2016 trumpets this week an “agile capital” strategy. In simple terms, capital allocation will seek to keep pace with foreseen and unforeseen business opportunities. I make no value judgement about his firm’s future but shouldn’t that be something everyone should be doing already in his organisation?

Here is four outcomes that the Board and management in my very best clients rigorously apply, hold each other accountable for and align rewards around:

1. Performance in allocating capital.

2. Performance in people decision-making.

3. Performance in innovation.

4. Performance in implementing strategy.

It reminds me of those classic boxing fights of the 70s and 80s, when fighters such as Ali, Sugar Ray Leonard and so on prided themselves on their agility and their ability to outsmart a more fearsome opponent by constantly dancing around the ring. Some commentators hated the tactics, suggesting it lessened a great contest but the point was those fighters ended up winning the fight, not because they had more power but because they were smarter. Agility was but one of their strengths. Perhaps many insurance and financial services CEOs are waking up to the fact that standing flat footed in the ring is a bum idea in a tough fight, hooray.

© James Berkeley 2015. All Rights Reserved.

 

Producing and Rewarding Loyalty

Monday, November 2nd, 2015

I am always fascinated by the differences between “producing” and “rewarding” loyalty.

In a great many financial services businesses, particularly in post merger integration or when members of a leadership team walk out, there is a huge confusion between the two. You cannot motivate an individual to stay. Motivation comes from within the individual.

He or she makes a determination that their self-interest is best served by being loyal to their direct report and the firm’s strategic direction. In return for their contribution to the firm’s future health and well-being, the employee has expectations (pay, incentives, affiliation, career development and so on) that must be met or exceeded.

This is not Alcatraz. Legal “lock up” remedies that demand “compliance” are largely ineffectual.  Equally, peer pressure,  for example, midway through the sale process, “we are best served by sticking together”, only works where there is hard evidence or strong anecdotal information to support it (peer pressure).

To understand how you produce loyalty, turn the question upside down, “what would most likely cause the individual to walk away?” Write down a list of 10 probable reasons. Highlight the five most probable reasons. Delete the other four most probable reasons and work on the top reason. Once addressed, move on to addressing the next most probable reason.

Ask yourself, “what alternative exists or we could quickly create to meet this objective?” and then, “How easy is this to implement?” (timing, approval, flexibility)

Of course, your accuracy and probability of success is dramatically enhanced by having this conversation with each individual in-person on neutral territory.

If you think that by hiding from having the conversation you are safer, you are deluding yourself. Silence is not golden, it is merely a retreat into a higher risk and more obscure position.

The default position for many owners of newly acquired businesses or businesses responding to a mass departure of executives is to throw money at it. A belief that a one time retention bonus alone will “secure” the businesses prized assets (people, clients, intellectual property and so on). I am sorry that is crap. You are dealing with human behaviours.

Financial incentives in the form of carrots need to be frequent to impact human behaviour. One off payments do very little to engender loyalty other than to negatively impact the firm’s expense growth and cash resources. You are making disillusioned key employees richer but not more committed to the firm’s future.

Indeed, retention bonuses in isolation are often counter effective. People believe what they see happening not what they hear or read in the organisation.

You immediately create the “have’s” and the “have not’s” in the acquired or ongoing business (divisive behaviour). The “have not’s” lose trust and respect for the “have’s” (a belief, often correct, that their loyalty has been bought). You are encouraging leaders to protect THEIR nest egg (short-term thinking) ahead of furthering your interests (future growth and expansion).

Money alone is rarely the reason someone leaves a financial services business with the exception possibly of a heavily commission-orientated trader, broker or relationship manager. In 75% of cases I observe it is about the relationship with their direct boss. Therein lies the biggest clue to producing loyalty, develop great bosses who engender high levels of trust and respect from their subordinates (an honest-to-god belief that they will do the right thing for their subordinates).

In the acquiring company, make it a risk management priority in the due diligence phase to go through middle managers’ past performance in making smart people decisions and managing crises. Does the business have middle managers who command high, moderate or low levels of respect from key subordinates? Find the “glue” (answers) and you will be on the fast track to making smart decisions about securing the firm’s prized assets.

© James Berkeley 2015. All Rights Reserved.