Equity in the New Normal: Understanding RSUs in the Post-Pandemic Era‍

Casey Fenton


February 8, 2024

In the wake of a global pandemic that reshaped the face of global business, companies find themselves standing at a crossroads, grappling with the twin challenges of a transformed workforce and the enigmatic Great Resignation. As the dust settles, the question looms large: How can organizations not only weather the storm but also thrive in this new era of work?

With the workforce reshaping its priorities, companies are realizing that keeping talent isn't just about paychecks. It's about making employees co-owners in the journey. This is why Restricted Stock Units (RSUs) have become the “New Normal” currency of commitment, transforming a job into a shared venture where success is a two-way street.

The State of Business, Post-Pandemic

The post-pandemic business environment is a mix of remote work, economic recovery, and shifting employee expectations. Companies are grappling with the aftermath of lockdowns, supply chain disruptions, and the imperative to adapt to a more flexible work model. In this scenario, the traditional ways of compensating employees have undergone a metamorphosis.

Organizations are reimagining their compensation strategies to align with the evolving needs and preferences of their workforce. The old adage of "one size fits all" no longer holds true, as employees seek more personalized and meaningful benefits. 

How the Post-Pandemic Affected the Great Resignation

Consequently, the “new normal” has witnessed a phenomenon dubbed the Great Resignation, where employees across industries are reevaluating their career choices and opting for job transitions at an unprecedented rate. The factors contributing to this mass exodus include a reassessment of work-life balance, the desire for remote work options, and an increased focus on individual well-being.

The Great Resignation has put employers under immense pressure to retain their top talent and attract new professionals. As employees prioritize flexibility, purpose, and fair compensation, companies must pivot their strategies to meet these expectations. 

Adapting to Remote Work Realities

With the onset of and the gradual disappearance of the pandemic, the rise of remote work has reshaped the traditional notions of the workplace. Companies are reimagining their entire approach to employee engagement. This paradigm shift has prompted a closer look at compensation strategies that resonate in a remote work environment.

  • Embracing Long-Term Commitment: One distinctive advantage of RSUs in the remote work era is their ability to foster long-term commitment. With vesting periods that extend over time, RSUs align seamlessly with the extended relationships companies aim to cultivate with their remote workforce. The deferred nature of RSUs encourages employees to view their association with the company as a journey rather than a mere job.

  • Building Connection in a Virtual World: RSUs play a pivotal role in cultivating a sense of connection among remote employees. In an environment where physical proximity is no longer a given, the shared ownership represented by RSUs becomes a powerful binding force. Employees, scattered across different geographical locations, find common ground in their stake in the company's success, reinforcing a shared sense of purpose.

  • Cohesive Organizational Culture: As companies navigate the challenges of fostering a cohesive organizational culture in a virtual setting, RSUs contribute to a shared identity. The ownership mindset that comes with RSUs becomes a unifying thread, weaving together a diverse remote workforce under a common banner of shared success. This section explores how RSUs are not just a compensation tool but also a mechanism for creating a strong and connected organizational culture in the era of remote work.

Navigating Employee Well-being through RSUs

Businesses are now exploring ways to alleviate financial stress and contribute to the overall health and satisfaction of their workforce. Here’s how RSUs, beyond their financial implications, play a role in navigating employee well-being.

1. Reducing Financial Stress

RSUs, with their emphasis on long-term stability, offer employees a financial anchor in uncertain times. The predictable nature of RSUs provides a sense of security, helping employees mitigate financial stress. This section explores how RSUs contribute to financial well-being by providing employees with a tangible, reliable asset that aligns with their long-term financial goals.

2. Impact on Mental Health

The psychological impact of RSUs on employee well-being is another dimension to consider. Owning a stake in the company's success can positively influence an employee's sense of purpose and satisfaction. This section explores the potential mental health benefits of RSUs, shedding light on how a shared commitment to long-term goals can contribute to a healthier and more fulfilling work experience.

3. Job Satisfaction and Loyalty

RSUs, with their unique structure, are not only a financial incentive but also a motivational tool. This section examines how RSUs can enhance job satisfaction by creating a direct link between individual contributions and organizational success. By fostering a sense of loyalty through shared ownership, RSUs become a driving force in employee satisfaction and retention.

The Role of RSUs in the Post-Pandemic

The post-pandemic business ecosystem is now characterized by adaptability, in which Restricted Stock Units (RSUs) have served as a strategic opportunity for offering employee compensation. Unlike conventional stock options, RSUs provide employees with a tangible link to the company's success without exposing them to the uncertainties of market fluctuations.

RSUs, granted with vesting conditions, foster a sense of long-term commitment between employees and the organization. This deferred approach aligns well with the evolving priorities of the workforce, emphasizing stability and longevity in a time marked by change.

One of the distinctive features of RSUs is their ability to tie employee interests directly to the company's performance. This alignment not only creates a sense of ownership but also promotes shared responsibility for the organization's growth.

Reasons Why Businesses Switch from Stock Options to RSUs

The shift from stock options to Restricted Stock Units (RSUs) is a calculated adjustment reflecting the evolving priorities of both employers and employees. As businesses seek a more attuned approach to meet the changing needs of their workforce, RSUs easily become a good choice of financial instrument, embodying a shift towards clarity, stability, and a mutual commitment to long-term success.

1. Simplicity and Transparency

RSUs offer a more straightforward and transparent approach compared to stock options. The simplicity of RSUs makes it easier for employees to comprehend the value they hold within the company, fostering a clearer understanding of their compensation.

2. Long-Term Focus

In the aftermath of the pandemic, employees are placing a higher value on job stability and long-term commitments. RSUs, structured with vesting schedules, encourage employees to stay with the company for an extended period, promoting loyalty and dedication.

3. Mitigating Volatility

RSUs provide a stable and predictable form of compensation, shielding employees from the unpredictable nature of stock market volatility. This mitigates the risk associated with market fluctuations, offering a more secure and reliable benefit.

4. Attracting and Retaining Talent

In a fiercely competitive job market, attracting and retaining top talent is imperative. RSUs become a powerful tool in recruitment, offering prospective employees a tangible stake in the company's success. This not only attracts new talent but also ensures existing employees remain invested in the organization's growth.

Best Practices for RSUs for Future-Proofing Business Interests

Implementing RSUs effectively requires a thoughtful and strategic approach. Here are some best practices for businesses looking to future-proof their interests through RSUs:

1. Customization for Diverse Workforces

Recognize the diversity within your workforce and tailor RSU programs to accommodate different needs and preferences. Consider factors such as job roles, seniority, and individual performance when structuring RSU plans.

2. Transparent Communication

Clear and open communication is paramount when introducing or modifying compensation structures. Clearly articulate the benefits of RSUs to employees, emphasizing how the program aligns with the company's long-term vision and success.

3. Educate Employees on Financial Literacy

Promote financial literacy among employees to ensure they fully comprehend the value of RSUs and their impact on their overall financial well-being. Providing resources and educational materials can empower employees to make informed decisions about their compensation.

4. Regularly Review and Adjust RSU Plans

The business world is dynamic, and employee preferences can evolve. Regularly review and adjust RSU plans to ensure they remain competitive and aligned with the company's goals. Solicit feedback from employees to understand their changing needs and expectations.

5. Combine RSUs with Performance Metrics

Link RSU vesting to specific performance metrics to reinforce the connection between individual contributions and overall company success. This approach not only motivates employees but also ensures that rewards are tied to tangible achievements.

Final Thoughts

The post-pandemic era has businesses navigating uncharted territory, adapting to a new normal shaped by remote work, shifting priorities, and the challenges of talent retention. Against this backdrop, Restricted Stock Units (RSUs) can be a powerful tool for fostering employee engagement and loyalty. The transition from stock options to RSUs reflects a strategic response to the changing dynamics of the workforce.

Indeed, RSUs provide a bridge between employee expectations and organizational goals. Embracing best practices and staying attuned to the needs of a diverse workforce helps businesses leverage RSUs to future-proof their interests, attract top talent, and create a workplace culture grounded in long-term commitment and shared success.

The best part about RSUs in the post-pandemic? You can manage them from anywhere in the world! That’s where Upstock answers the call. Through our customizable RSU plans, you can guarantee a “new normal-approved” approach to employee loyalty. Book a demo today and see how our platform helps transition your business to new heights.

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Casey Fenton

Founder, Upstock & Couchsurfing, AI and Equity Innovator

Casey Fenton, the founder of Upstock & Couchsurfing and an AI and equity innovator, has revolutionized how we perceive and implement equity in the workplace. His foresight in creating platforms that not only connect people but also align their interests towards communal and corporate prosperity has established him as a pivotal figure in technology and community building. Casey speaks worldwide on topics including ownership mindset, worker equity, With Upstock and Couchsurfing, he has demonstrated an unparalleled expertise in harnessing technology for the betterment of community interaction and organizational benefits.

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