Sharing is DoveVivo’s core business, its first and foremost Company Value. It is in the company’s DNA and is expressed at every level. That is why they decided to share the value creation with the people who work on the project every day and help to build and develop it by making them partners.
From the company’s perspective, particularly given the key objectives it has planned for the future, it is essential to attract and know how to treat talented professionals who know how to embrace and really experience the project.
At DoveVivo, rather than “being talents”, people “possess talents” and these skills can only really be developed if they are consistent with their role in the company and if they are in the right organisation. Therefore there is no Talent Management programme because everyone has talents that the company wants to develop and retain via a share ownership plan, where all the employees have become shareholders in the DoveVivo project, with the aim of increasing engagement and generally aligning interests.
The share ownership plan was offered free of charge and across the board to all employees, irrespective of their role or length of service in the company, and it has been defined and approved by the Board of Directors for the next three years. What’s more, each of them can buy additional shares with their own funds and approximately one third of employees have decided to participate in the project, buying additional shares.
Share ownership is an innovation for both unlisted companies and small to medium-sized companies in general. For DoveVivo, not being listed on the stock exchange caused a series of technical and administrative difficulties both during the definition phase and in managing the plan, but with the will of company management, they were able to move ahead and complete the operation.
As well as the obvious emotional involvement, this project also has significant economic value as the company expects to triple its turnover in the next three years, substantially increasing the share value.
Last but not least, the share ownership plan is part of a wider policy of personnel management which has seen the creation of an individual Total Reward Statement comprised of salary, share package, a performance management system built from scratch and related to company, individual and team objectives, and a customised welfare package based on employees’ requirements.
“To now have all the DoveVivo employees as partners in the project is a great honour for me as well as an additional responsibility to perform well in my role.” (Valerio Fonseca, CEO, DoveVivo)