Financial motivation plays a pivotal role in attracting, retaining, and motivating employees in any organisation. One of the most sophisticated forms of such motivation is offering company stock and stock options to employees. This strategy not only incentivises performance but also aligns individual goals with the company’s broader objectives.

Stock and options compensation

Understanding the Concept Financial Motivation of Employees

  • Company Stock. This refers to shares of the company that represent ownership. When employees are given or sold shares, they become partial owners of the company, holding a stake in its success or failure.
  • Stock Options. These are contractual rights granted by a company to its employees to purchase shares at a predetermined price (often lower than the market price) within a specified time frame. The idea is that as the company’s value increases, the value of these options does too, offering a potential windfall to the employee if they choose to exercise them.


  1. Tech Giants. Many technology firms, including the likes of Google and Facebook, offer stock options as part of their compensation packages. This not only acts as a retention tool but also motivates employees to contribute to the company’s growth, as they stand to benefit from its success directly.
  2. Start-ups. Young companies, especially in the tech sector, often offer stock or stock options to attract top talent when they might not have the capital for competitive salaries. This offers potential employees a stake in the company’s future success.

Pros of Stock and Options as a Method Financial Motivation of Employees

  1. Alignment of Interests. When employees own shares or have the option to buy them, their personal financial success becomes intertwined with that of the company. This can lead to increased loyalty and a genuine interest in the company’s success.
  2. Attracting and Retaining Talent. Offering stock and options can be a competitive edge, especially for start-ups that might be unable to offer high salaries. The potential for significant financial gain in the future can lure top talent.
  3. Deferred Compensation. For companies, stock options represent a form of deferred compensation. This means they aren’t paying out immediately but potentially in the future, aiding short-term cash flow.

Contras of Stock and Options as a Method Financial Motivation of Employees

  1. Dilution of Ownership. Offering stock can dilute current shareholders’ ownership. Over time, as more shares are issued or more options are exercised, the ownership percentage of original shareholders may decrease.
  2. Market Volatility. The value of stock and stock options can fluctuate based on market conditions. Economic downturns or company-specific issues can diminish their value, leading to disillusioned employees.
  3. Complexity and Understanding. Stock options, in particular, can be complex. Employees might not fully understand their value, how they work, or the best time to exercise them. This could lead to missed opportunities or financial losses.
  4. Potential for Short-term Thinking. While stock options are meant to incentivise long-term growth, if they’re structured around short vesting cycles, they might encourage short-term decision-making to boost stock value temporarily.

When Stock and Options Can De-motivate Employees

  • Perceived Inequity. If stock or option grants are perceived as being distributed unfairly – with some employees receiving more than others without clear justification – this can lead to feelings of resentment or inequity.
  • Lack of Transparency. If the company does not clearly communicate the terms, conditions, and potential value of stocks or options, employees might feel they are being taken advantage of or that the company is hiding something.
  • Delayed Gratification. Especially with options that have long vesting periods, employees might feel that the potential benefits are too distant to be meaningful, leading to a lack of immediate motivation.
  • Stock or Option Dilution. If the company frequently issues new shares, the value of existing shares or options might be diluted, reducing their worth and potentially demotivating employees who see their potential earnings diminish.
  • Poor Company Performance. If the company is not performing well and its stock price is declining, stock and option incentives might lose their motivational effect, as employees see the value of their rewards dwindling.

Offering stock and stock options can serve as powerful financial motivators, however, they are not without their pitfalls. It’s essential for companies to structure such offerings thoughtfully and communicate transparently about them. Proper education and communication about their value and potential pitfalls can make the difference between a motivated, aligned workforce and a disillusioned one. Combining these financial tools with other forms of both financial and non-financial motivation creates a well-rounded, effective incentive system.