Vestd

POV: Their faces at the Xmas party when there’s no pay rise or perks announced. In all seriousness though, I get it - it’s been a tough year for agencies with the mounting pressure on clients’ budgets. And that’s even before you look at internal pressures: A 6.1% drop in headcount. And an average tenure of just 2.8 years. Based on conversations I’ve been having with people in this space, I don’t see that improving massively anytime soon. So what are you going to do differently in the new year to hold onto your top talent and attract quality creatives? A share scheme is one cost-effective idea to encourage loyalty (as this guide explains: https://lnkd.in/ete3V3eB). But I want to hear yours…

What if you could own a piece of the outcomes you help create? I know it’s tempting to fixate on hourly rates or a solid retainer. But long-term, having a stake in the client’s success could pay off far more. Share schemes aren’t just for employees on the payroll. When you have skin in the game, every project becomes more meaningful, and your influence grows with it. With growth shares, for example, you could benefit from tax relief, and the client doesn’t have to worry about diluting existing shareholders then and there. Only when the company’s value exceeds the hurdle do you stand to gain, by which point no one will deny that you have well and truly earned it. Worth exploring, especially with clients you already have a strong relationship with! Our Share Scheme Guide for Consultancies dives deeper → https://lnkd.in/eybRyAXK Or leave a comment if you want to unpack this with me. I do think this stuff can make a difference.

I don’t know who needs to hear this, but billing more per hour won’t magically grow your consultancy. You need internal buy-in. Ownership. Commitment. Alignment. Otherwise, consultants will take their expertise elsewhere, or go solo (because why not?). Instead, turn your people into invested partners who care as much about your success as you do. (Here’s a must-read for getting it right: https://lnkd.in/eBVTATaM) If you’re serious about building a consultancy that grows sustainably, it’s time to build an ownership culture. Or am I missing something? #consultancy

If you’re dead serious about building a high-performance tech team, it’s time to rethink how you reward them… Staff turnover in IT is sky-high, but if you want proof: ⌛ 3.1 years is the average tenure (actually making it one of the worst-performing industries). Incentives play a part in that. The landscape is super competitive, and the companies that win talent don’t just pay more…they give people ownership (which FYI is much simpler than people think!) When it comes to recruitment, retention, and growth - over 90% of Vestd customers say their share scheme delivers all three. If you want to learn more, check out the Good Share Scheme Guide: https://lnkd.in/eK7YvsNA If you’d rather talk to a person, I’m right here! Just give me a nudge below.

Many companies were locked out of the UK's most tax-advantaged share scheme once they hit 250+ employees or £30m in assets. Not anymore. The Autumn Budget just revealed that many more companies can now set up and benefit from Enterprise Management Incentive schemes. 💼

If you have 250+ employees or 30m in assets you couldn't launch an Enterprise Management Incentive scheme (EMI). The Autumn Budget just changed that 💼