How do individual contributors get more tech equity at their companies, especially if they’re not at the director level or a founding employee? Being one of the first 100 employees or joining as a Director is an easier way to get more equity, of course, but there are other avenues.
The first thing you need to do is increase the value of your career capital—your education, your experience, and the results you get.
Get More Tech Equity by Focusing on Your Results
The results part of the career capital equation is the most important piece for you to focus on as you seek to gain more shares. More specifically, you need to focus on the results you get for the customer, the company, and your team.
For example, can the company rely on you to offer real value to the customer around your role? Are you able to develop efficiencies that help solve customers’ problems?
To make this point even further, imagine you are a customer support rep at a technology company, and you have discovered a way to close tickets faster around a set of issues. When you close tickets faster, you decrease the cost of support for the company. Furthermore, by solving the customer’s problem faster, you increase their satisfaction. This solution is good for the customer and the company. That is a great result. This is just one example of how you increase the value of your career capital.
Get More Tech Equity by Telling Your Results Story
In today’s video, I’m going to help you understand how to develop your “results story” and why it’s so important in the compensation process.
You’ll learn how to:
- Clearly demonstrate the results you’re getting for the customer, company, and your team
- Take the story of the results you’ve delivered to a network of supporters
- Approach the “get more equity” conversation with your manager
If you commit yourself to focusing on results, you are a rare and valuable asset to your company. THIS is where the door of opportunity begins to open wide for more equity.