Employee-Owned, One Year In: What actually changed at Cofficient – and what didn't

When Glasgow-based IT company Cofficient Limited transitioned to an Employee Ownership Trust (EOT) a year ago, it was much more than a legal formality - it was a transition into a new way of thinking about business, leadership, and team culture. Now, twelve months in, the company reflects on what’s actually changed, what’s stayed the same, and what lessons could help other business owners considering the same path.

Why They Made the Leap

For Cofficient’s founders, Paul Grant and Paul Tindal, shifting to an EOT model wasn’t just about succession planning - it was about securing a sustainable and values-aligned future for the company. They weren’t looking for an exit; they were looking for continuity. For a way to protect the close-knit culture they’d built, while giving every team member a real stake in the company’s future.

“We’ve always operated like a tight unit. Employee ownership gave us a way to formalize that sense of shared purpose.”

The Quiet Revolution

"While our day-to-day work still looks familiar, there's been a subtle but powerful shift in mindset," explains the Cofficient team. It's a phrase that might sound underwhelming to business owners expecting fireworks, but it captures something essential about how employee ownership actually works.

The changes weren't immediate or obvious. People still came to work, did their jobs, attended meetings. But gradually, something fundamental shifted in how they approached those everyday tasks. With every employee now holding a meaningful stake in the business, there emerged what the team describes as "a deeper sense of collective responsibility."

This isn't the theoretical engagement boost that employee ownership advocates often lead with. This is the lived reality: people caring not just about their individual performance, but about how their work affects their colleagues and the company's long-term success.

From Theory to Reality: What Changed

Collaboration Grew Organically: Departments that previously worked in parallel started engaging more intentionally. “There was a realization that we weren’t just colleagues—we were co-owners,” one employee noted. “That changed how we approached challenges together.”

A Mindset Shift Took Root: Ownership instilled a new kind of accountability. Team members spoke of feeling more personally invested in outcomes, more driven to solve problems, and more proactive in their roles. The change wasn’t loud—but it was profound.

“No one’s waiting for someone else to fix things. There’s a sense that we’re all responsible for making this work.”

The Unexpected Recruitment Advantage: One of the most surprising benefits emerged in an area Cofficient hadn't anticipated: talent acquisition. In a competitive job market, their EOT status became a genuine differentiator.

"Professionals are looking for more than just a salary—they want to be part of something meaningful," the team reflects. "At Cofficient, employee ownership sends a clear message: your voice matters, your work makes a difference, and your future grows alongside the company's."

For business owners concerned about attracting and retaining talent, Cofficient's experience suggests employee ownership provides a competitive edge that traditional benefits packages can't match. When candidates have a choice between a good job and a good job where they'll become owners, the decision becomes clearer.

What Stayed the Same - And Why That Matters

One common fear among owners considering the EOT path is that the business will lose its edge or identity. But at Cofficient, much of the operational structure remained untouched - what changed was how people showed up.

“Our services didn’t change overnight. But how we deliver them, how we support each other, how we think about the future - that changed.”

Keeping the business grounded while allowing the culture to evolve was key to their smooth transition.

What This Means for Other Business Owners

Cofficient's story matters because it's refreshingly honest about what employee ownership actually delivers. There are no claims of overnight miracles or revolutionary productivity gains. Instead, there's something more valuable: proof that employee ownership creates sustainable, positive change in how businesses operate.

For business owners considering the transition, several key insights emerge:

The changes are real but gradual: Don't expect immediate transformation. The benefits of employee ownership compound over time as people adjust to thinking like owners.

Culture matters more than structure: The legal framework enables change, but the real impact comes from how people begin to relate to their work and each other.

Unexpected benefits emerge: From recruitment advantages to cross-team collaboration, employee ownership creates value in ways you might not anticipate.

It's about sustainability, not just ownership: Employee ownership provides a path to long-term business resilience that benefits everyone involved.

The Journey Continues

With this first anniversary, Cofficient are clear that this is just the start. "The EOT journey is just beginning," they note. "We're focused on growing in a way that stays true to our values: supporting our clients with integrity, building a resilient and happy team, and continuing to invest in our collective success."

This long-term perspective is perhaps the most valuable insight for business owners. Employee ownership isn't a quick fix or a one-time event. It's a sustainable approach to business that creates value for everyone involved - founders, employees, customers, and communities.

Considering employee ownership for your business? Connect with other founders who've made the transition and discover resources to help you explore the possibilities

Subscribe now to learn how forward-thinking companies are redesigning ownership — and what you can apply in your own work.

👉 Join the EO Sector newsletter