Business startups are emerging concepts of trade in the present era of globalisation. Startups usually are built with a motive of retaining business structure of the state. While considering to start a business in a diverse country like India, startups must have to go through several legal procedures and patterns of carrying out business in order to start operating in the Business market. For this purpose, it is mandatory that startups join hands with a consultancy service provider in India, which will guide it through the needed and important requirements of operation. There are several corporate consultant companies in India which help the startups to understand the basics of the business establishment in the state. IBS India, a consultancy firm based in India, helps startups to design their startup business contract in India, with other quality services such as legal advisory services, specifically in India, and several other services. Such services make the process of establishment of the startup business an easy task, wherein the legal framework is looked upon by the consultancy and other monetary and structural establishment process is taken care by the startup management itself.
ESOPs – This became the catch phrase when IT companies like Infosys turned employees into millionaire’s overnight post IPO and a with a series of annual ESOP offerings. An acronym for Employee Stock Option scheme, ESOPs refer to plans that give employees the right to purchase a certain number of company’s shares in lieu of salary.
The startup eco system has witnessed various companies like Flipkart, Skype, Facebook, Amazon offering ESOPs to its employees and has seen an increasing number of Indian startups following suit.
In this edition, we will look at the ESOPs and discuss the pros and cons of the gamble for a Start up.
2016 saw some successful start up acquisitions where the employees made huge gains and become crorepatis with ESOPs – most notable being the buy out of Citrus Pay by online service provider PayU. The $130 million acquisition made 15 employees crorepatis, that included even an office boy who took home Rs.50 lakhs. The Citrus Pay crorepatis encashed their ESOPs and hit the jackpot. The second half of 2016 especially saw an increase in the mergers & acquisitions of start ups.
The start up ecosystem is currently marked by mergers & acquisitions and buyouts. The trend is likely to continue as funding gets increasingly difficult. Start ups have two ways to encash their ESOPs – through listing or when it is bought. The latter is a more realistic option, since listing looks a bleak possibility for any Indian start up. ESOPs are more of a lottery and as startups move towards consolidation, the chances of winning this lottery brighten considerably.
ESOPs were made popular by IT legends couple of decades ago but the trend got revived by the startups with a vengeance. The ESOP case helps founders to attract talent, instill a feeling of ownership in their employees, also ease the monthly cash flow in the name of compensation in the initial bootstrap days.
For every great story of exit of ESOP holders, there are a dozen others where companies have folded. In US too, there have been cases when a lot of paper millionaires ended up with nothing in their wallet when their stock options turned out to be worthless. Many a times, ESOPs don’t materialize. Start up employees will have to assess and understand the risks while opting for ESOPs. While it is ok to take risks, it is necessary for an employee to ensure that he/she is not trading one’s basic necessities for ESOPs.
Part of the problem lies in the misleading or unclear communication about potential value by the prospective employer who wants to pitch it as pot of gold. Unless the investor or public actually pays for the value that the startup is commanding, all gains are notional.
Also, employees have inadequate understanding of the risks with ESOPs, payouts, and other issues like exercise price and fair value. Misleading information of this nature tend to give ESOPs a bad name, but one can’t really blame the vehicle for these ambiguities.
For a Start up, ESOPs are a useful tool to not just attract but also retain high talent individuals who can participate in its journey. We are currently witnessing new shifts in the Indian job market, where enterprising individuals are opting to work for a passionate idea and are ready to take salary cuts in lieu of high rewards later. The onus is therefore on the founders to be able to communicate their vision and retain the right candidates through appropriate ESOPs. Besides enlisting employees as stakeholders, Start ups can also aim for better working capital management in the initial years.
The ESOP agreement should clearly lay down all the governing terms & conditions. Start ups may either create trusts or create a ESOP pool to manage the functioning. All the details of an employee’s grant should be correctly captured, right from the vesting period to even shut down – to avoid any discrepancies. While the ESOPs should take care of employee rights, Start ups should safeguard their objectives and accordingly devise appropriate vesting periods and other terms for its employees. ESOPs provide a great opportunity to create wealth and the excitement and scope that it offers in a start up makes it worth the effort.
This article is authored by A. Loganathan, representing India Business Solutions (IBS) which is a boutique advisory firm helping a lot of Start ups in India and Singapore in fulfilling their aspirations. Loganathan is heading the Singapore operations of IBS and can be reached on email@example.com . Website: www.consultibs.in