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Free food, Beer taps and ping pong games in the break room do not help employees feel connected with the company's vision, mission or direction.
Employees prefer equity/stock compensation, the non-cash payout they get by being allocated restricted stock options.
Employees then become partial owners of the company, vested into how it performs, increasing their motivation to be more productive and effective.
RSUs work like stock options, with one difference: The employee does not have to buy them.
As the company goes public or reaches a solid valuation, it offers RSUs to employees at a rate that will not dip during the ‘gestation period’ of a few years.
Employees can cash in the RSUs after the stipulated time at the price decided earlier, so there is no surprise or disappointment.
While switching jobs or even considering a new job offer, one has to understand what the different kinds of equity compensation are.
Stock options allow an employee to purchase shares in the company and go through a lock-in period of a certain number of years before the shares are buyable to them.
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