Pride in Employee Ownership
One of the strongest themes from the feedback was pride in our EO status. On average, the team scored 4.10 out of 5 when asked how proud they felt to work for an employee-owned business. But the numbers only tell part of the story – the words speak for themselves.
"Being an employee-owned business definitely makes us more responsible for our actions and what we deliver to our clients. We think and act as business owners."
This sense of responsibility is also linked to how people feel about the future, which scored 4 out of 5. There’s a clear belief that employee ownership brings real opportunities for both personal and shared reward.
"I'm excited by the fact EOT offers a great opportunity to be directly rewarded for the efforts you put in in the long term."
Shared Accountability and Collaboration
Feedback from the survey highlighted a strong sense of shared accountability, with people feeling that everyone is pulling in the same direction.
"The sense that we are all owners of I-COM and we all have a part to play when it comes to contributing to the performance."
This collective mindset shapes how we work together. When one person does well, the benefits are felt across the business. It creates a collaborative culture where every employee-owner is motivated to do their best.
I do want to improve the business - but because Ravi and other leaders have treated me with kindness, understanding and respect. It's because I like a lot of the people here that I would want to see I-COM do well. That is what matters more to me than employee ownership, I think.
Motivation and Ambition
One survey question asked whether employee ownership makes people want to improve the business. The average score was 4.3 out of 5, showing a strong link between ownership and ambition.
The written feedback gave more context. For some, motivation comes from the relationships and respect built within the team. For others, it’s an internal drive to do better, with employee ownership making that drive feel more tangible and rewarding.
I want to improve the business regardless of employee ownership, but I do think the EO structure makes it feel more feasible to do so.
The feedback suggests that EO doesn’t create ambition on its own – instead, it strengthens and channels the motivation that’s already part of our culture.
Financial Transparency
One clear highlight from the survey was the team’s confidence in understanding how the financial side of employee ownership works. After a dedicated workshop led by Emily Gonzalez, every team member reported that they now feel clear on how the finances are structured. That 100% response reflects both the engagement of the team and the value of open communication.
Building on Trust
Another strong theme to come through was recognition of the work of the Employee Ownership Trust and the commitment of its members. The positive results across the survey reflect ongoing efforts to listen, share information and act on feedback.
This momentum gives us a strong base to keep building on. Thank you to our wonderful employee owners who took part in the survey - your input is central to shaping the future of I-COM as an employee-owned business.
| March 25 | August 25 | Increase % | |
|---|---|---|---|
| Excited about the EO opportunity | 76% | 83% | +7% |
| Proud to work for an EO business | 59% | 66% | +7% |
| Feel kept up to date about EO | 88% | 100% | +12% |
| Does EO make a positive culture | 59% | 66% | +7% |
| Feel a sense of shared responsibility | 65% | 75% | +10% |
| Confident in long-term financial benefits | 59% | 83% | +24% |
| Understand the financial side of EO | 65% | 100% | +35% |
| Leadership communicates effectively about EO | 70% | 100% | +30% |
| Understand the governance side of EO | 47% | 83% | +36% |
| EO makes me want to improve the business | 70% | 83% | +13% |
