Christensen Insurance Group

Event for Employee Benefits This decision was influenced by a desire to preserve the company’s culture and avoid outcomes that other agencies faced after selling to private equity or publicly traded brokers.“It wasn’t the outcome we wanted for our employees,” Christensen emphasizes. The ESOP route offered both financial advantages and aligned with the company’s ethos. “Using after- tax dollars to buy out a shareholder is a long runway. But with ESOPs and their tax advantages, we could facilitate an internal sale to our employees more effectively and equitably.” THE ESOP EFFECT: ALIGNING INTERESTS AND CULTIVATING CULTURE Christensen further elaborates on the transformative impact of the ESOP. “It aligns everybody’s interests,” he asserts. In traditional business structures, stakeholders – customers, vendors, employees, managers, and owners – often have divergent goals. However, Christensen Group’s ESOP model harmonizes these interests. “Our owners are our employees and managers; they’re one and the same,” Christensen explains, highlighting the unity of purpose within the company. This alignment propels everyone towards a common objective: maximizing organizational excellence. He emphasizes the balance between achieving current performance goals and ensuring the company’s long- term success. “We’re playing the long game here, focusing on creating long-term shareholder value. This approach benefits our customers immensely as every employee, from the receptionist to the CEO, is invested in the company’s success.” Samantha Olinger, the company’s Chief Operating Officer, notes the unique culture fostered by the ESOP at Christensen Group. She observes a strong sense of ownership among employees, enhancing more than just financial interests; it’s about genuinely caring for the company’s and clients’ long-term success. She notes the supportive and collaborative atmosphere, with the team focused on collective success. This extends beyond client service to internal interactions, encouraging openness and idea sharing. The ESOP model, as described by both Christensen and Olinger, is more than a financial structure; it’s a driver of an empowering culture that results in low employee turnover, with team members deeply committed to 4 BUSINESS VIEW MAGAZINE VOLUME 11, ISSUE 01