Intrust’s employee-owners are invested in your success.
At Intrust IT, we became employee-owned in 2019. This bold move means we are all owners who want to help you succeed.
Every time you call Intrust, you talk to the owner.
Employee ownership means we all focus on customer satisfaction. In 2019, Intrust IT employees participated in an Employee Stock Ownership Plan that transferred ownership to the individuals.
We originally planned to transition the company in 2020 by selling part of the business through an ESOP. But, by following the Great Game of Business (GGOB), our company became debt-free ahead of schedule, and the ESOP transition began in 2018.
As part of GGOB, we are continuing to develop the financial literacy of our team to help them prepare to become owners.
Great Game of Business and Company Culture
We maintain open books through the GGOB style so our employees can follow the flow of money through the company. The culture at Intrust rests on the camaraderie bolstered by GGOB. Every employee has budget line items to oversee, and the budget discussions during our Tuesday huddles are spirited and in-depth.
How does this team strength benefit you? Because every employee is concerned about efficiency and effectiveness, you can count on Intrust IT to be responsive and thorough. Playing the Great Game of Business has aligned the company more than we dreamed possible.
Our employees feel valued and integral to our company. This feeling carries over to longer employee retention and the ability to hire the best people out there. Our customers benefit from long-standing relationships and top-notch assistance with their IT systems.
Tech Knowledge Transfer Enabled
Another way open-book management benefits customers is through knowledge sharing. If Intrust staffers travel to a conference, for instance, they share their new expertise with the rest of the staff. You can be confident that our team members are up to date on the latest in tech.
If your company is interested in learning more about open book management and employee financial literacy, we suggest visiting The Great Game of Business.
No More Top Down: Holacracy
In 2016, we started another radical change at Intrust. Owner Tim Rettig had read about holacracy and was waiting for the opportunity to try it out. In 2016, with the departure of a key manager at Intrust IT, the time was right to put it in place.
Now, decision-making is the responsibility of every team member. Each employee is self-assigned to teams and responsible for certain tasks. Understanding how actions affect others in the organization is both enlightening and educational. For a quicker read, check out what Forbes magazine had to say about holacracy at Intrust.
Don't just take our word for it.
Every time we interact with customers, we ask them to rate the interaction and provide feedback.
We’re so proud of our 99 percent or higher ratings that we put them right out in the open.
What's in it for you?
So what does our internal structure as a managed service provider mean for our customers? We find that employees take great pride in their areas of responsibility. They’re engaged, eager to come to work and give the best possible service to our clients. We think it’s one reason why our clients consistently give us 99% or greater satisfaction ratings.
At Intrust IT, we do things differently so our customers notice a big difference in their level of service as compared with other IT support providers.