Hi & Welcome to the Alternative Exit
Today, we’re thrilled to be joined by Drew Mousetis,
Drew is the Executive Director of the Tandem Center for Shared Business Success. He is a leader in the field of employee ownership, having worked extensively with Cargas, an employee-owned company, before taking on the mission to guide other businesses toward shared ownership models.
At Tandem, Drew is committed to helping companies create lasting legacies through direct employee ownership, a model that preserves local roots and supports community resilience.
We’ll dive into Drew’s journey, the benefits of direct employee ownership, and the powerful impact of keeping businesses community-centered.
Drew, Welcome to the Alternative Exit
Interview Questions:
- Your journey to employee ownership through Cargas. Started in 1988. Chip Cargas was the mastermind behind the Direct Ownership
- Profit Share
- Yeal Eastman, CEO of Thermcoe 1998.
- 200 EEs, 2 year vesting.
- 92%
They are contributing, they think and act like an owner, sharing in the profits helps
May not be a long term career prospect.
Drew
- Grew up in Pennsylvania, Penn State, Public accounting
Lancaster
- local employee owned company
- it was flowing through the website
Younger generation, we have a reputation where we want to find meaning and purpose. I have a family and want to provide for a family
- Best places to work in Pennsylavaian
- Employee Ownership impact team
- Definition of Direct Ownership and how it differs from other forms of employee ownership
- The Tandem story
- The biggest challenges with adopting employee ownership
- Examples of how you have helped companies address those challenges.
Interview Questions:
What first inspired your interest in employee ownership, and how did your experience at Cargas shape your approach to leading the Tandem Center? (Encourages Drew to share his journey and how Cargas’s employee-owned model influenced his career path.) The Tandem Center focuses on direct employee ownership as a gradual, flexible transition model. Could you explain what sets this approach apart from other employee ownership models, such as ESOPs? (Allows Drew to outline the unique benefits of direct employee ownership for succession planning and community engagement One of Tandem’s missions is to help businesses build stronger ties within their communities. How does employee ownership foster community resilience, and what benefits have you seen locally? (Explores how Tandem's model can help keep businesses community-focused, benefiting both employees and the local economy At Tandem, you work with businesses at various stages of ownership transition. What are some common challenges business owners face in moving to employee ownership, and how do you help them navigate these? (Discusses the practical aspects of guiding business owners through the process and overcoming barriers to shared ownership For business owners considering a transition to employee ownership, what steps do you recommend they prioritize early in the process? (Provides practical advice for owners interested in exploring direct employee ownership, based on Tandem’s five-phase process and Drew’s insights Looking ahead, what do you envision for the future of employee ownership, both locally in Lancaster and more broadly? (Gives Drew the opportunity to share his vision for expanding employee ownership and creating long-term community benefits.)
Fast round
Fast round of questions. I ask you a 3 questions and you offer a quick response. Does that sound ok?
Who is the leader you most admire in EO? Chip Cargas, so much What is your favourite resource on employee ownership? NCEO, Loren Rogers and Corey Rosen What would you say to an business owner sitting on the fence re: employee ownership. Do it! you wont’ regret it Thank you.
Thank you so much for your time and sharing your thoughts with us today.
Where can people follow you if they would like to learn more?
Cargas
Shared prosperity and stronger communities
Direct Ownership
Publically traded company 2 stock purchase opportunities a year Stock valued 12/31 every year. based on a financial model, rather than market or strategic level. Stock Grant Program - subsidised acquisitions. Functions like a 401k match. Tiered at the lower levels Company had the right to purchase back the stock. ? do you have to manage cash/treasury to support this Liquidity is provided twice per year. Company has first rights and is obligated Everything except salaries Financial & Operational data Education - make it easy for the ones that want to dive in, give them the best of both worlds ESOPs - feels like a retirement program v DO. Low cost to setup and manage. Need a shareholder agreement Employee, capital management More flexibility for exiting Tax benefits, which can be accelerated with tools, etc Having a culture, where owners and employees are already working together. Make sure they have a mindset where managers and owners look at the whole. Employee Ownership impact team Vehicle to get other employees to understand the opportunity of employee ownership & open book managment Shareholders elect a board of director Annual share holders meeting annually
Why employee ownership
Why engaged employees are going to drive 
