Work with companies
Our services are developed based on the international best practices of employee ownership, which we upgrade and adapt to the Slovenian legal environment through several years of work by IED and a wider international network of organizations active in the field of economic democracy.
Work with companies
Our services are developed based on the international best practices of employee ownership, which we upgrade and adapt to the Slovenian legal environment through several years of work by IED and a wider international network of organizations active in the field of economic democracy.
Solutions for transitioning to employee ownership
We offer complete solutions for building employee ownership in businesses. From carrying out ownership restructuring, to delivering educational programs and helping companies with communication strategies, we have it all covered.We work mostly with SMEs from all industries and sectors.
Ownership restructuring
Financial and legal engineering are only a small part of the transition to employee-ownership, but they are nonetheless foundational. There are three steps in the process of ownership restructuring:
1
Our experts help you to identify the organizational needs of your
business. A financial viability analysis is conducted, and the step-by-step timeline of the restructuring is defined.
2
Our legal department prepares all the documentation and contracts necessary for setting up the sloESOP and for the transaction of shares to begin. We also take care of the incorporation process with the court register.
3
After the business transitions to employee-ownership, we provide various follow-up services, including administration of ICAs, coordination of general assemblies, consultation, and financial reporting to employee-owners.
Ownership restructuring
Financial and legal engineering are only a small part of the transition to employee-ownership, but they are nonetheless foundational. There are three steps in the process of ownership restructuring:
1
Our experts help you to identify the organizational needs of your business. A financial viability analysis is conducted, and the step-by-step timeline of the restructuring is defined.
2
Our legal department prepares all the documentation and contracts necessary for setting up the sloESOP and for the transaction of shares to begin. We also take care of the incorporation process with the court register.
3
After the business transitions to employee-ownership, we provide various follow-up services, including administration of ICAs, coordination of general assemblies, consultation, and financial reporting to employee-owners.
Ownership Culture
Being employee-owned can be an important competitive advantage when supported by a strong ownership culture. We help you tap into the potential of employee ownership by guiding you through the process of developing a culture of ownership that reflects the unique strengths of your organisation:
1
Our learning and development department helps you identify the current characteristics of your organisational culture as a starting point to map the direction towards building a thriving culture of ownership.
2
In a series of interactive sessions, we use a tailored, systematic, step-by-step approach to develop the essential skills, mindset, knowledge and structures that empower company leadership and workers at all levels to think and act like business owners.
3
After setting a strong foundation, we guide you in a creative process of developing an ownership culture that is uniquely your own, strengthening and bringing to the forefront your organisation’s individual assets and advantages as a long-term engine of success.
Learning and development
Being employee-owned can be an important competitive advantage when supported by a strong ownership culture. We help you tap into the potential of employee ownership by guiding you through the process of developing a culture of ownership that reflects the unique strengths of your organisation:
1
Our learning and development department helps you identify the current characteristics of your organisational culture as a starting point to map the direction towards building a thriving culture of ownership.
2
In a series of interactive sessions, we use a tailored, systematic, step-by-step approach to develop the essential skills, mindset, knowledge and structures that empower company leadership and workers at all levels to think and act like business owners.
3
After setting a strong foundation, we guide you in a creative process of developing an ownership culture that is uniquely your own, strengthening and bringing to the forefront your organisation’s individual assets and advantages as a long-term engine of success.
Branding (coming soon)
We offer (re)branding services to help companies spread awareness of their transition to employee ownership. Given the higher productivity, long-term perspective, and greater resilience of employee-owned companies, it is beneficial to inform all stakeholders of the cultural and structural changes associated with this kind of ownership restructuring. Our branding department covers the entire field of external communication, including social media campaigns, press conferences, media appearances.
Branding (coming soon)
We offer (re)branding services to help companies spread awareness of their transition to employee ownership. Given the higher productivity, long-term perspective, and greater resilience of employee-owned companies, it is beneficial to inform all stakeholders of the cultural and structural changes associated with this kind of ownership restructuring. Our branding department covers the entire field of external communication, including social media campaigns, press conferences, media appearances.
Slovenian businesspeople about their experience with employee ownership
“We are connected, we are a team, we are family members and roommates. We live our company. When Inea became our own, we complemented our engagement, vision, values, and sense of belonging with a durable legal and financial basis.
Thanks to IED for all the support, initiative and navigation through the financial, legal, and organisational challenges. Our partnership helped us to shape our culture and can also contribute to shape the future of Slovenian capital”.
Saša Pureber Muhič, CCO Inea
“For us, employee ownership means sharing and taking responsibility for the future of the company. We expect that employee-owners will use time, money, and other property with the care of an owner. Employee ownership builds an important foundation that helps to foster culture of responsibility and initiative. In a broader sense, employee ownership can help to promote innovative and sustainable societies”.
Tilen Stenovec, Hudlajf
“Employee-owners feel closer to the company, they make decisions that are economical and rational. Ownership culture develops because employee-owners consider their share as a long-term investment for which they are responsible but which also grants them certain rights”.
Dr. Janez Rihtaršič, Director of research and development, Domel Holding d.d.
“Most of the employees entering ownership schemes want to become part of the company – part of the »We Are Dewesoft« story. This strengthens motivation. The rules are that employees must work for the company for two years and contribute to its success before they get the right to become owners. This part is also very motivational”.
Andrej Orožen, Director, Dewesoft d.o.o.
“We share our path. Employee ownership is like a family – a great responsibility and a commitment to continuously share the quality of life with workers and clients”.