Работник Web Industries рассказал, как программа ESOP обеспечила ему финансовую безопасность и стабильность

It was during my job interview, while touring the warehouse, that one of the employee-owner interviewers pulled me aside and asked, “Why should I give you a piece of my pie?” He said it with a smile, and in that moment I knew this would be a different kind of workplace. What I didn’t realize then was just how different it would be. As it turned out, the slice of pie he was talking about wasn’t merely figurative. At Web Industries, every employee, from machine operators on the factory floor to HR professionals like me, shares ownership of the company through an Employee Stock Ownership Plan (ESOP). This unique retirement benefit allows the people who help build the company to share in the wealth they create. Before joining Web Industries, I worked for a variety of companies, both large and small. In HR, there’s a common joke that when people see someone from Human Resources walking across the floor, they scatter. That has never been my experience at Web. No one jokes about avoiding HR or threatens to “call HR.” Instead, people seek us out. They want to talk because the benefits we help administer are truly exceptional. We’re invited into conversations, not conflicts. Of course, there are significant financial advantages. Every year, we receive our ESOP statements and watch our balances grow, helping build a secure future for ourselves and our families. That’s retirement wealth we earn simply by doing our jobs, on top of our 401(k) savings. But what truly sets employee ownership apart is the culture it creates. At Web Industries, everyone has a voice because everyone is an owner. We work alongside engaged, thoughtful problem-solvers who care deeply about the company’s success. When the company grows, we all benefit. That shared interest fosters collaboration, innovation, and accountability. Employees are encouraged to identify ways to improve safety, efficiency, and productivity. For example, one of our operators recognized that adding extra winders to a production line would improve efficiency. The idea was implemented quickly because employee input is valued and acted upon. When people have a voice at work and a tangible stake in the company’s future, they become more invested in its success. They stay longer, contribute more, and feel a stronger sense of purpose. I see the results firsthand in HR. Our employee retention rate is 95 percent, a level of stability I never experienced at any previous employer. At a time when many organizations struggle with turnover and workers frequently move from job to job, employee ownership creates stability that benefits both employees and the business. I have now been with Web Industries for nine years. During that time, I faced one of the biggest challenges of my life: cancer. Thankfully, I completed treatment and am now in remission. Through it all, I had the peace of mind of knowing I was building a secure retirement and would be able to retire comfortably when the time comes, perhaps spending more time with a future grandchild. Employee ownership made such a profound difference in my life that I encouraged my twin sons to work part-time at Web while they were seniors in high school. When the COVID-19 pandemic hit, they joined the company’s efforts to manufacture materials used in COVID test kits. It was meaningful to see them contribute while also experiencing firsthand what employee ownership can mean. My family and I feel fortunate, but we also recognize that not everyone has the same opportunity. Far too many Americans have little or nothing saved for retirement. In my role, I interview and hire employees, and I always discuss our employee ownership model. Most candidates have never heard of an ESOP, but once they understand how it works, they immediately see its value. ESOPs help workers build wealth while strengthening companies and communities. Given those benefits, you might expect there to be many more of them. Yet, according to the National Center for Employee Ownership, there are only 58 ESOP companies in Connecticut. That’s why I was thrilled when Web Industries joined Expanding ESOPs, a coalition of nearly 100 organizations working to dramatically increase employee ownership across Connecticut and throughout the country. I am proud to support that effort and lend my voice to its mission. Recently, one of our warehouse operators shared that his retirement account had grown enough for him to retire two years earlier than he had planned. Like me, he will have the opportunity to enter the next chapter of his life with confidence and security. I look forward to the day when stories like ours are no longer the exception. As we celebrate Labor Day, let’s commit to creating more opportunities for working people to build wealth, achieve financial security, and share in the success they help create. Let’s make sure every worker has a chance to enjoy a piece of the pie. Heidi Lavigne is the onsite human resources representative for Web Industries at the manufacturing plant in Dayville, Connecticut.