I’ll never forget the moment employee ownership became real to me. Three years into my career at Mead & Hunt, I sat in a strategic planning meeting where we debated whether to offer an untapped but promising new market. As the discussion unfolded, I realized I wasn’t thinking about whether this was good for “the company” but if it was good for my company. I had a stake in the firm’s future.
When I joined Mead & Hunt in 2011, I was looking for a place to work on meaningful projects and build my professional skillset. Fifteen years later, employee ownership has become a defining factor in my career. When we land a major contract, I’m thrilled about the win. When we deliver exceptional work leading to more opportunities, I take pride in our growing portfolio of projects. Becoming a shareholder has shaped how I lead, how I make decisions, and the kind of legacy I want to leave.
Becoming a shareholder has redefined how I lead and what I hope to pass on to future employee owners. As I think about what it means to pass a healthy company on to the next generation, three lessons from my own experience stand out.
Lesson 1: You Build Security
At Mead & Hunt, employee ownership isn’t reserved for a select few at the top. After one year, every full-time employee can become an owner. Whether you’re a recent graduate just starting out, a mid-career professional, or a senior team leader, you have access to the same ownership structure. Your contribution and success matter. And you benefit directly from the value you help create.
Over time, company growth can make employee ownership an important part of a person’s long-term financial future. Research from Rutgers University found that employee owners had retirement account balances twice as high as those of non-employee owners.
Being an employee owner myself, I’ve had an opportunity to create security that supports my family’s future and gives me true peace of mind. Mead & Hunt offers every person here the same opportunity after one year of employment.
Lesson 2: Your Voice Matters
Beyond the financial benefits, employee ownership offers another valuable opportunity. You have a voice in shaping the company’s direction.
As an owner, I began to think more strategically. When we make decisions about which markets to pursue, which services to expand, or how to invest in our people, employee owners have input. When evaluating our performance and setting goals for the future, we prioritize long-term sustainability and growth.
Every voice matters. For me, it means that when I see an opportunity to do something better, I give input. Whether it’s how we approach a project, support our teams, or serve our communities, I can advocate for change. Because other owners are also invested in our collective success, there’s a natural willingness to listen, collaborate, and innovate together.
Lesson 3: You Impact Company Culture
Employee ownership also shapes company culture. When every owner shares in the company’s success, we become part of something bigger. This foundation of trust and mutual respect ripples throughout the firm.
I’ve seen this culture in action countless times. When a teammate is struggling with a difficult project, others step in to help because they genuinely care about each other’s success. When someone faces a personal challenge that requires flexibility, we collaborate to find solutions that balance their needs with our client commitments. When we land a major project or achieve a significant milestone, the celebration feels even more meaningful because we all contributed to it and we all benefit from it.
Our people-first culture is a fundamental aspect of Mead & Hunt. We prioritize well-being and personal growth by establishing long-term accountability from within. Instead of relying on outside investors who demand short-term results, we are accountable to each other first and foremost.
Today’s Investment in Tomorrow’s Success
Employee ownership has given greater financial security and a voice in the company’s direction. It’s also shown me what is possible when people feel personally invested in each other’s success. If you’re considering an employee-owned company, my advice is not to treat it like a checkbox on a benefits list. When you find a company where ownership improves how people work and lead, you’re on track to build your career alongside people who care about your success. Fifteen years in, I can say it’s been one of the best choices I’ve made. I’m excited to see what the next 15 bring.
This article was initially published in October 2025 as part of our 125 Years of Exceptional celebration.
