Companies Let Employees Pick a Slice of the Pie
Why the Big Shift Is Happening
In the wake of the “Great Resignation,” firms across North America and Europe are shaking up their incentive programs by handing out more shares to staff. A recent survey from the Global Equity Organization (GEO) found that roughly 25% of North American companies and nearly 22% of European ones plan to boost share grants in the coming years.
Survey Highlights
GEO’s round‑table gathered data from 181 companies spanning tech, industry, and finance. Out of those, 54 disclosed their long‑term incentive budgets, which total a whopping $6.6 billion (about S$9.1 billion). This figure shows how seriously businesses are treating equity as a tool for talent retention.
From Pandemic Panic to Pay‑Scale Realignment
COVID‑19 pushed many workers to re‑evaluate their roles, prompting a surge of quits. In response, executives are saying, “Let’s give you a taste of the company so you’re less likely to chase the next job.”
Share Money: A Long‑Term Win
According to GEO chief Danyle Anderson, linking shares to performance can help widen wealth access and keep employees from living paycheck to paycheck. “By granting condition‑linked shares, companies are creating potential wealth for the long term,” Anderson notes.
Beyond Corporate Gains
With growing concerns about income inequality, energy costs, and a cost‑of‑living crunch, offering equity can lighten the economic load on workers while making profits part of a broader societal benefit. Anderson adds, “If this trend clings on, we could finally witness a more sustainable and equitable compensation system after four decades of the old ways.”
Tracking Work Locations—Why It Matters
Of the 119 firms that answered whether they electronically tracked workers’ locations during the pandemic, 42% said yes—primarily for tax compliance as employees moved from city hubs to the countryside or closer to family. Out of those, 9% also adjusted pay based on the new work location.
What It Means for Employees
“Feel free to move around while you’re on a temporary basis, but don’t expect your original compensation to stick if you’re going to stay permanently outside your region,” says Sheila Frierson of Computershare.
Bottom Line: Equity Is the New FOMO
As the “Great Resignation” reshapes the workplace, the big takeaway is clear: more employees are getting a share of the pie. If companies keep upping equity grants, the future could see people not only surviving but actually thriving—having a true stake in the success they help create.
