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Stop me if you’ve heard this one before: AI will change the way you work. As stock plan professionals, we’ve heard all kinds of stories and promises about technology and AI that will make our work easier. But, oftentimes, general technology does not help the employee, administrator, and company. Every situation is different, and share ownership is nuanced. Managing an equity program is all about the people involved. And, as equity plans have gotten bigger and employee populations have grown more diverse in background and experience, these challenges have only grown.

A lot of technology does not help enough to justify your company investing time and resources. So, let’s dig into 3 worthwhile ways automation and AI can actually help you and your company today…

1: Dynamic Dashboards for Employees

Meet Boris. He just joined his company and has never participated in share ownership before. He has a few simple questions like, “What are my taxes going to be?” and “How much will I have by Christmas?”. He logged in to see his equity but got stuck sifting through pages of agreements and legalese. Now, he has a headache.

Before automation and AI, Boris would have to ask a stock plan admin or be a stock plan expert to answer his questions correctly. Traditional portals make Boris add up accounts in different places and figure out his own taxes. With dynamic, AI-powered dashboards, though, Boris can get his questions answered quickly, clearly, and in the context of your plan! No more employees coming to you with a generic pdf, misleading social media post, or haphazard Google Search asking why your equity plan is different.

Boris loves that his dashboard models his actual equity awards. Curious about whether he should sell or hold his shares, Boris can quickly see how different choices might impact his financial future without having to do the math. Boris feels valued because his portal knows about his situation and views instead of just providing some generic example.

For employees, these dashboards offer intuitive screens that break down their complex data into digestible pieces. These new, digital experiences help you show employees that their equity plans aren’t just words on a page—they’re real opportunities to build wealth with the company.
 

2: Dynamic Dashboards for You

But, Boris isn’t the only one that benefits. Advances in technology make it possible for you to have instantly customized views for all your stakeholders. Get a dashboard for payroll and legal that automatically updates with missing grant acceptances, withholding changes, and new retirement eligibility. Get a dashboard for leadership that tracks employee sentiment around equity compensation. Automated systems can even handle grant processing, summarize compliance reports, and send timely reminders about key deadlines like enrollment periods. 

These dashboards reduce the number of questions you have to answer. Instead of asking you what happens if he sells shares, Boris had his questions instantly answered in his dashboard. And, dashboard automation can proactively reach out when employees need additional help based on their interactions or when payroll needs to update some information. All these benefits come without having to spend hours creating custom spreadsheets, employee resources, or partner reports.

These dashboards help you work with your teammates in other departments more efficiently. Automation complements AI by taking over repetitive and time-consuming tasks, freeing you up to focus on strategic goals. 
 

3: Personalized Communications

Meet Annie. Every month she spends hours crafting documents, emails, and videos for employees about the details and possibilities of share ownership. Every month she has to find out what employees are thinking about and make content that can reach everyone from a 22-year-old on the factory floor to a 50-year-old SVP managing a division. Inevitably, she gets questions from employees who either didn’t understand the materials or who feel that their situation wasn’t covered.

Annie wishes she could reach every employee with just the right information at just the right moment. Everything would be easier if she could address each employee individually. On top of constantly answering the same questions from employees, Annie spends hours every week creating reports for HR, legal, and finance teams. “When will my RSUs vest?”. “How do I sell my shares?”. “Can you update this report?”. The monotony eats up time and energy she could use for strategic planning and her projects.

Remember those automated dashboards? Automation doesn’t just make life easier—it transforms it. For Annie, this means no longer having to manually send reminders about upcoming vesting dates or track down employees to complete required forms. Automated systems handle those tasks seamlessly.

Instead of her old one-size-fits-all email explaining the plan that overwhelmed Boris, advanced AI tools can generate personalized communications that understand each employee’s experience. For example, instead of a technical explanation of RSUs, Boris receives a friendly email that says:

"Hi Boris, congratulations on your new stock grant! Think of it like a reward for all your hard work. You’ll receive 500 shares over the next four years, starting on July 1. Click here to take a tour through how your stock works—it only takes 10 minutes!"

This approach makes equity compensation less intimidating and more engaging without taking Annie weeks. Boris no longer feels like equity is a mystery.
 

Bonus: Making it Happen

The integration of automation and AI into equity compensation isn’t just a future trend—it’s here today. These technologies empower professionals like Annie to focus on strategic work while helping employees like Boris feel confident and engaged. So, how do you tap into it?

To tap into the power of these next-generation tools, you need to communicate the business opportunity to your leadership. Smaller organizations, which may have lacked extensive budgets for employee engagement programs, can now afford to offer cutting-edge digital equity solutions. Automation and AI don’t just save time—they also save money. By reducing manual workloads, your teams can focus on more strategic initiatives without hiring additional staff.

Collaborating with technology providers to implement automation and AI can lead to immediate improvements in efficiency and employee satisfaction. Running cheaper pilot programs can help you build evidence of the business impact. By leveraging the work and expertise of others—now instantly tailored to your company’s specific needs, goals, and style thanks to automation and AI—you can reduce the time to see value from your investment and help convince your company about the returns of automation and AI.

For your company, this means happier employees, better retention, and a stronger culture of participation. For Annie and Boris, it’s about making equity compensation something to celebrate rather than something to dread.

So, whether you’re an overwhelmed stock plan administrator or an employee trying to figure out your next move, AI and automation might just be for you. Your employees aren’t one-size-fits-all, they’re special–so why aren’t your tools? It’s time to try something new! 

If you liked this article on automation and AI and are interested, be sure to dial in for our upcoming GEO Webinar: “Doing More with Less: Cutting the Number of Questions in HALF”! 

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Amit Gupta is the CEO of Salus. Salus instantly personalizes equity compensation experiences and education for each participant and administrator with high-ROI automation and AI. We reimagine equity compensation experiences with our partners to 2x equity plan engagement. Connect with Amit on LinkedIn or email him at amit@usesalus.com!

Effective communication is essential to the success of equity compensation programs. To maximize employee understanding and engagement, companies need to offer clear, accessible, and consistent messaging. During a recent webcast, experts Dina Thiessen and Bonnie Grassman from insightsoftware, along with Katie Griffis from Nelnet[KS1] , shared valuable strategies for enhancing communication efforts through technology, data insights, and proven engagement tactics.

Clarity in messaging

To communicate the value of equity compensation, it’s crucial to keep messaging clear and tailored to employees’ needs. Simplifying complex concepts helps employees understand not just the mechanics of equity plans, but how they fit into their overall compensation.

• Simplify language: Use plain language to explain equity plans and avoid overwhelming employees with jargon. Visual aids, such as infographics and short videos, can be useful tools to simplify information.

Comprehensive employee education

Educating employees about their equity compensation is key to increasing engagement. From stock options to RSUs, employees need clear explanations of award types, vesting schedules, and tax implications. Educated employees are more likely to value and participate in equity programs.

• Offer live sessions: Webinars and Q&A sessions allow employees to ask questions and gain in-depth knowledge about their equity plans.

Leveraging technology for clearer communication

Adopting technology platforms, such as Certent Equity Management from insightsoftware, can significantly improve communication by providing employees with centralized, real-time access to their equity details. Certent simplifies equity plan management, offering transparency and reducing administrative burdens.

• Streamline processes: By transitioning from manual processes to automated systems, Certent allows HR teams to focus on high-priority tasks while employees gain self-service access to key information.
• Enhanced transparency: Certent’s platform provides robust tax reporting and compliance tools, ensuring employees understand the tax implications of their awards.

Katie noted that since adopting Certent, Nelnet has seen a reduction in employee questions because the information is readily available, reducing confusion and empowering employees to make informed decisions.

Tailored communication for greater engagement

Personalized communication helps build trust and strengthens employee engagement with equity compensation programs. Tailoring messages based on factors such as tenure, role, and award type ensures that employees feel valued and that their specific needs are addressed.

• Segment employees: Use data analytics to target specific employee groups with relevant communications about equity compensation.
• Consistency across teams: HR, finance, and legal departments should collaborate to ensure messaging is consistent and accurate.
• Leadership involvement: Having executives share personal stories or experiences can build trust and demonstrate the company’s commitment to equity compensation.

Dina emphasized the importance of personalization to foster deeper engagement and satisfaction, which leads to higher participation rates.

Ongoing communication and education

Communication about equity compensation should not be a one-time event. Continuous communication helps employees stay informed and engaged. Regular updates about key dates, plan changes, and new opportunities ensure employees understand the evolving value of their awards.

• Regular updates: Send frequent reminders about key events such as vesting or expiration dates.
• Use multiple channels: Ensure resources like FAQs, award summaries, and educational tools are easily accessible via internal portals and emails.
• Offer educational tools: Workshops and webinars help employees better understand equity compensation’s full value.

Bonnie recommended using feedback mechanisms, such as surveys, to gauge the effectiveness of communication efforts. Tracking participation and collecting feedback can help refine communication strategies.

Data-driven insights for strategy optimization

Using data analytics tools, such as those provided by Certent, allows companies to evaluate the effectiveness of their communication strategies. Certent’s reporting tools offer insights into trends and gaps in employee participation, enabling HR teams to adjust messaging and target under-engaged groups.

• Advanced reporting: Certent’s advanced reporting features track engagement, helping HR teams understand employee behavior and optimize communication strategies.
• Actionable insights: By identifying trends and gaps in participation, companies can adjust their communication efforts to target specific groups and improve overall engagement.

Enhancing the user experience

A seamless user experience increases the likelihood that employees will engage with their equity compensation plans. Certent’s mobile-friendly, user-centric interface allows employees to track their awards, stay informed about key dates, and make the most of their benefits.

• Promote self-service: Encourage employees to access their equity details via Certent’s platform, empowering them to manage their awards independently.
• Mobile accessibility: Certent’s platform is designed to be mobile-friendly, allowing employees to track their equity plans anytime, anywhere.

THE POWER OF EQUITY COMMUNICATION

To maximize the success of equity compensation programs, companies must focus on clear, personalized communication and leverage technology to ensure transparency and engagement. 

Platforms like Certent Equity Management from insightsoftware simplify communication and help organizations track participation trends, enabling HR teams to make data-driven decisions. By prioritizing education, transparency, and a seamless user experience, companies can increase employee satisfaction and participation, ultimately fostering a more engaged and informed workforce.

For more information or to arrange a demo of Certent Equity Management, contact Dina or Bonnie directly.

Watch a recording of the webcast on GEOlearn: HERE