From symbolic to structural – how to set up real ownership

More and more companies refer to their team as “co-owners.” Often, it’s well-intentioned, but in practice, ownership is mostly symbolic. Think profit-sharing, a vague circle of trust, or a non-binding option plan.

True ownership goes deeper. It’s structural, transparent, and legally sound. In this blog, we explain how to build real ownership and why it matters.

Symbol or system?

Symbolic ownership can create a short-term boost, but without rights, clarity, or structure, it won’t last. As soon as profits dip or leadership changes, the promise evaporates.

Real ownership means:

• Employees share in the company’s economic value;

• There’s a legal structure like a trust (STAK), options, or shares;

• Communication is clear, consistent, and transparent;

• There are formal rules around entry, exit, and profit sharing.

Clarity is power

Real ownership gives people clarity. They know what’s promised, what’s earned, and how decisions are made. It builds motivation that scales, especially in fast-growing teams or founder-led businesses aiming for sustainable culture.

Structured ownership is also a magnet for talent. In today’s market, candidates want more than salary, they want meaning and shared success. And investors recognize that well-governed ownership means long-term stability and team resilience.

Where the Sharing Company Accreditation fits in

The Sharing Company Accreditation helps you assess and grow your ownership model. It examines three key areas:

1. Economic participation: do employees genuinely share value?

2. Legal structure: are rights secured and documented?

3. Transparency: do employees clearly understand the system?

From 0 to 3 stars, the Accreditation gives you a roadmap to move from symbolism to substance and build something truly sustainable.