Since its launch in August, our Achieving Lasting Legacy Incentive (ALL In) employee ownership program has garnered media attention for its innovation and impact on our team.
Building a program like this isn’t always easy — it takes team education, leadership transparency, and ongoing communication to make ALL In work. But it’s worth it to continue to build our culture where team members feel rewarded for their integral contributions to our company’s success.
The Big Rollout
In HR Executive, our CHRO Rebecca True details the heavy emphasis placed on communication and education during rollout including leadership briefings, webinars, town halls (with HR/Finance answering questions live), a dedicated Q&A channel, and even a special delivery to each team member’s home.
She also shares how the program was made public in a symbolic way with Pye-Barker wrapping a special edition of the NASCAR Cup Series #42 car in team names to celebrate our ALL In commitment to our team. Read the full HR Executive article here.
“That Monday when we launched this program was one of the most meaningful and heartfelt days of my career.”
-Rebecca True in HR Executive
Why ALL In Now
In HR Grapevine’s article, True explains why the time was right to rollout a program like ALL In.
Pye-Barker has hit a high-growth inflection and we want to reward the team for contributing to that. Our team had already told us the desire for participation in the company’s success was already there.
ALL In’s Reflection of Our Culture
In a bylined article in HR Daily Advisor, True lays out the argument for family culture in business. When done thoughtfully, it can be a powerful tool in improving retention, engagement, and business performance.
She explains how the ALL In program links family culture with business outcomes. When team members feel like “valued shareholders,” they become more invested emotionally and behaviorally. In highly acquisitive organizations like Pye-Barker, new hires can feel uprooted; family culture helps mitigate that by quickly giving people a sense of belonging.
“Sustainable growth comes from nurturing employee potential. You know that your people are your greatest asset, but now it’s time to put that principle into action. Believe in them and provide the necessary tools for them to succeed — it will pay off.”
-Rebecca True in HR Daily Advisor
For HR leaders wanting to build this kind of culture, True suggests to:
• Assess current culture and communication styles
• Embed safe channels for honest feedback
• Invest in development and learning
• Empower employee voices
• Strengthen onboarding to reinforce belonging from day one
Learn more about Pye-Barker’s ALL In program here.