As a team of purpose-before-profit financial planners, we believe planning should be exciting.
And, as a business that’s proudly employee-owned since 2019, we believe work comes alive when people feel ownership, not just in a legal sense, but in their day-to-day involvement and purpose.
And yet, the transition to employee ownership is as seismic as it is rewarding. An enormous opportunity awaits your team, but the sensitivity of this change also begs the question:
When and how do you tell your employees?
Welcome to the second instalment of our Employee Ownership Know-How series, where we pick apart the misconceptions, myths and unhelpful norms that go hand-in-hand with employee ownership. From implementation to public perception, we pull on personal and professional experience to carve the route to employee ownership that’s as fulfilling as it is functional.
The Employee Ownership Difference
If you’ve been following our EO Know-How series, you’ll already know: employee ownership changes how decisions are made, how teams feel about their work and how businesses show up in the world.
But before any transition papers are signed or trusts are formed, there’s a single moment that can make or break the journey: telling your team.
The Big Reveal: Why Timing and Transparency Matter
When we decided to transition to employee ownership, we told our team 18 months before the final signatures went on the paperwork.
Why? Because getting the communication ‘right’ ensures your team move from being recipients of change, to active participants.
Episode 2 of our EO Know-How series, “The Big Reveal”, unpacks exactly how we approached this milestone moment and why we believe early, open communication is one of the best investments you can make during an EO transition.
Here’s what you’ll learn when you read the full PDF:
Why Early is Best
From speculation in the kitchen to quiet worries in inboxes, waiting too long can unintentionally spark distrust. On the other hand, an early and well-managed reveal creates:
- Trust and loyalty: Respect is shown when you include people rather than keeping them in the dark.
- Reduced anxiety: Clarity halts rumours before they start.
- Team buy-in: People get excited when they see themselves in the future story.
- Space for feedback: The earlier you loop your team in, the more input you’ll receive, and the stronger your transition will be.
How to Share the News Thoughtfully
This episode also outlines a 10-step roadmap for announcing the EO transition, from preparing the message to managing post-announcement communication. Highlights include:
- Use plain language and explain why this matters.
- Be honest about what could have happened instead (Trade sale? Redundancies? Culture shift?).
- Show what’s in it for the team, not just financially, but emotionally and strategically.
- Keep the updates coming. The announcement isn’t the end; it’s the beginning of a new chapter.
Ready for the Reveal?
If you’re heading towards employee ownership, don’t underestimate the power of that first conversation. The Big Reveal isn’t just about what you say, it’s about how you make people feel. Read our latest Know How in full below…
Who We Are
We are a people-first, purpose-powered financial firm looking beyond strategies and spreadsheets to prioritise trust, empathy, and long-term relationships. Our mission? To make values-driven decisions that benefit everyone – our clients, our team, and our communities.
With employee ownership at our foundation, we operate as a collective. Everyone here has a voice, a vision, and a vested interest in building a better future.