This article first appeared in The ESOP Association's April 2025 edition of The ESOP Report.

Have you stepped back to look at your company’s Culture Committee and thought, “this Committee no longer fits our company and our goals for our ownership culture”? Or perhaps you might look at your new committee and think, “This works for us now, as a new ESOP, but will we need to adapt at some point in the future?” It’s not uncommon for committees to change and evolve as employee-owned companies reach new milestones. These milestones could include maturing as an ESOP, acquiring a new company, experiencing significant growth leading to an increase in new employees, among others.

Revamping or reorganizing your Culture Committee can breathe new life into your ownership culture and the committee itself, and strengthen how employees view shared ownership and the ESOP. Whether or not your committee has a formal charter, here are five points to consider:

‍To continue reading, open the pdf on TEA's website and scroll to page 26.

‍Need help with this? Praxis can support revamping your committee through education, team development, and advising on goals, membership, and structure. Please contact us.