What If Capital Rewarded
How You Treat Your People?
The Employee Metric Fund (EMF) is a proposed investment vehicle that provides expansion and startup financing to companies, public or private, that structurally commit to human-centric operations. Higher employee retention opens up more capital, or a lower rate of interest. Let the commitments slip and the cost of that capital rises immediately. Businesses that operate with good intention get the room to grow. The ones that will not make things better for the people who build them find capital harder and harder to come by. There is no single correct metric, and that is the point.
Register Your InterestBusiness Does Not Have to Be Cloak and Dagger
You drive to work stressed. You watch colleagues use information against each other because everyone is fighting for the one seat at the top. Fear culture. Scarcity. Executives disconnected from the daily reality of the people who actually build the product.
Private equity firms fire employees for short-term profit. HR departments become weapons. The single boss position creates a single point of failure and a single point of corruption. This is not inevitable; it is a design choice.
Timed phone calls. Employee statistics that measure everything except whether the work is any good. Numbers like these destroy the fibre of a business while the dashboard stays green. And managers from the other side of the country, who know nothing about the culture, walk in and fire employees, in many cases creating catastrophic futures for those employees and for the long-term success of the business itself.
The current system is failing human quality of life. And the people who built it are asking your children to inherit it.
Ask yourself: do you want your child to enter a workforce where this is still the norm? Or do you want to be part of funding the alternative?
Dynamic Capital Tied to Human Outcomes
Pledgers Vote on the Metrics
The people funding the EMF vote on the metrics a company has to abide by. There will be multiple offerings: one might ask a business to meet a single metric, another might ask for three. The choice is deliberate, so an entrepreneur can look at a set and say yes, I can do this, and still run a profitable business.
A Business Brings a Plan
An entrepreneur or an existing company submits a business plan, either to expand or to build something new, structured around one of the metric offerings.
AI Does the Homework
AI runs its analysis against current case studies and does further research of its own, then gives an opinion on how viable it is for that business to meet all of the metrics it is signing up for.
Pledgers Vote, a Manager Decides
Pledgers and investors are shown the AI's read on viability and vote. An investment manager makes the final call on whether the funding proceeds.
Funding and Tracking Commences
Capital is deployed and the tracking period begins. The metrics the business agreed to are now live conditions on its cost of capital, not aspirations.
Metrics Are Monitored
An oversight committee monitors the business to ensure the metrics are not being cheated. Direct employee surveying and access to live accounting systems are mandatory, not a courtesy extended at the company's discretion.
Capital Responds
Meet the metrics and the interest rate drops. Violate them and it rises immediately. The financial incentive to treat people well becomes structural rather than optional.
A Market Forms
If this model gains popularity, a new market is created around trading these types of investments specifically. Companies can also earn an EMF badge to place on their products, so customers can see who is genuinely trying to leave a better tomorrow behind them.
The Metrics Evolve
The standard keeps moving toward the right balance between hard work and capitalism, without rigging the economy against the people inside it.
A Living Standard, Not a Fixed List
The metrics below are the proposed founding set. They are not permanent, and there is no single right or wrong metric. The EMF is designed to evolve through community governance; any interest holder can propose a new metric, and the community votes on adoption.
Tier 1: The 32-Hour Work Week
- ▸32-hour work week at equivalent 40-hour pay
Tier 2: Time and Life Balance
- ▸Right to disconnect: no internal communications outside designated working hours
- ▸Equal paid caregiver leave for all parents, plus 10 days of paid family care leave annually
Tier 3: Equity, Distributions, and No Gig Workers
- ▸Executive total compensation capped at 3x the lowest-paid full-time equivalent employee
- ▸Extra revenues from a company that is properly building its longer term employee structure flow back to investors in distributions. Healthy greed is allowed (paradox we know)
- ▸Part-time employees who are longer term receive full benefits
Tier 4: Security and Advancement
- ▸Voluntary turnover rate maintained at least 30% below industry average; higher retention earns a lower interest rate
- ▸A defined portion of EMF capital earmarked for paid, on-the-clock cross-training
Tier 5: Role Fluidity and Distributed Leadership
- ▸No single all-powerful decision-maker; major decisions require a distributed vote among a defined committee
- ▸All staff cross-trained across roles, including leadership participating in frontline work
- ▸Roles designed for both the change-seeker and the stability-seeker, with equal pay and equal dignity for both
How the Metrics Evolve
The pressure compounds. As the model spreads, companies begin to learn that treating people right is mandatory, and as more employees move to businesses run by true leaders, the rest have no choice but to smarten up or die by their old ways.
Anyone Proposes a Metric
Any registered interest holder, employee, or member of the public can submit a proposed metric through the EMF portal. Proposals are reviewed for clarity and feasibility before being posted publicly.
The Community Votes
Proposals are posted for a defined voting period. Interest holders and verified participants vote. A proposal that reaches the required threshold moves to the review stage.
Review and Adoption
Approved proposals are reviewed by the EMF advisory panel for legal and operational feasibility. Metrics that pass are formally adopted into the relevant industry set.
Industry-Specific Sets
Different industries operate under different realities. A restaurant group and a software company face different labour dynamics. The EMF maintains separate metric sets by industry, so standards are meaningful rather than generic.
We Test the Numbers Before We Ask for Yours
An idea this size does not deserve your money on enthusiasm alone. Every metric above is being costed against real franchise economics, Canadian first, then American: what it costs a real location, what retention gives back, and what a rate discount can honestly fund. The research runs in public, including the parts that do not go our way, and it updates as each round completes.
See the Research ProgressRegister Your Interest
No commitment is being made. This is an expression of interest only. Share your details and we will contact you first if the fund ever opens, or stay anonymous and we will never contact you at all.
The Employee Metric Fund is a concept under development by Maple Groove Wealth Planners of Designed Securities Ltd. It has not yet been registered as a securities offering under applicable Canadian law. Nothing on this page constitutes investment advice or a solicitation to invest. Accredited investor status may be required to participate.