In my last blog, I mentioned how we make a big deal of the month of October as National ESOP Month. We celebrated our GESOP, Gibson’s ESOP, all month long. It culminated with our major event: GESOPtoberFest!
This year’s theme was – in the spirit of football season – a tailgate. We shut down our offices for a few hours so our employee-owners could spend time together reveling in how terrific it is to be a part of Gibson, and specifically the benefits of being an owner. There were hot dogs, a corn hole tournament, and even a chili cook-off. It was great fun for all of us. We awarded our grand prize in our year-long GESOP contests – a $750 voucher to Ticketmaster so the winner can attend the sporting events, concerts, or plays of their choosing. I think our winner really liked the prize (right, Heather?).
Later in the day, after all the festivities had wound down, I reflected on not only the event itself but also our culture. We’re so fortunate to have a great group of people on our team. They’re talented, dedicated to our clients, and loyal to Gibson. In short, they are special people. It doesn’t matter if you’re talking about the producer with the largest book of business or the receptionist who is the first interaction our clients and visitors have with Gibson. I’ve always known that, but in the hustle and bustle of each day, I know I don’t take time to think about these types of things as much as I should.
I am thankful for our employee-owners. Each and every one of them. We believe we’re special at Gibson – that we help our clients navigate the sea of risk better than any other firm could or would. Our people allow us to execute that every day. It’s somewhat cliché to talk about your employees as being your biggest asset, but as I reflected that afternoon, I couldn’t help but think it’s oh so true here at Gibson. And I feel good knowing we’re doing right by our team members by having an ESOP for their benefit. Each person has a stake in Gibson ownership – a vested interest in our future success…and theirs!
The bottom line is: our people are special, with or without the GESOP. But both they and Gibson are better because we care enough to have an ESOP. Better culture. Better retirement wealth. Better company. Better results.
Want “better” for your company? Have you considered an ESOP for your firm?
P.S. – Happy Thanksgiving everyone!
