1. Had you heard of an ESOP before joining OAA? If so, what was your impression of it and how has OAA’s ESOP changed your perspective on it? If you had never heard of an ESOP before, what is your impression of it now?
I don’t believe I had ever heard of the term ESOP, but I did know some companies were employee-owned. Since joining Ollis/Akers/Arney, I have learned so much more about the ESOP structure and the tremendous benefit it is for the employee-owners.
2. What can you do to positively affect the ESOP and work culture?
I believe these two topics coincide. If you understand how the ESOP works, you will do everything in your power to bring more value to it every day. This in turn affects the work culture of the organization. I tell people all the time that part of the reason Ollis/Akers/Arney is a great place to work is because the ESOP naturally provides such a strong bond between employee-owners and has a positive impact on the work environment.
3. What would you tell a friend about OAA’s culture?
As I mentioned in my last response, I praise our culture because it is a “we/us” approach versus an “I/me” approach. This can be attributed to the ESOP and how leadership infuses pieces of it into every meeting, training, and conversation.