This new series highlights employee-owned companies that exemplify strong ownership culture in practice—firms that also participate in ESOP Employee Accelerator programs. The Accelerator is a one-day course designed for new and non-managerial employee-owners, focused on how daily actions drive company performance and long-term value.
This first installment features Sebago Technics, a 100% employee-owned civil engineering firm based in Portland, Maine. We’re pleased to share their story through the interview below, conducted by The ESOP Report—offering a closer look at how ownership culture takes shape at Sebago, how employee-owners both benefit from and contribute to it, and how it strengthens the company and the communities it serves.
How would you describe the ownership culture at your company?
Sebago Technics has been proudly 100% employee-owned since 2007, and that ownership mindset shows up in how our employees approach their work every day. People take the initiative, think beyond their individual roles, and hold themselves accountable not just for their own success, but for the success of the company as a whole. It’s common to see our employees stepping in to support other projects, offering feedback, or proactively solving problems. There’s a shared understanding that our contributions directly impact Sebago’s future, and that creates a strong sense of pride and responsibility across the organization.
What advantages does this culture create for employee owners and for the business?
Sebago’s ownership culture fosters creativity, collaboration, and accountability, where employees feel personally invested in both their work and the company’s success. That ownership mindset shows up in how teams operate—employees regularly come together to brainstorm, share ideas, and take initiative on meaningful projects. There’s also a strong sense of mutual support, with employees pushing each other to do their best work while celebrating wins along the way. From a business standpoint, that level of engagement translates into a workforce that genuinely cares about outcomes and the work we do, which helps Sebago stay at the forefront of innovative practices and remain competitive within Maine’s engineering and survey industries.
Who or what reinforces ownership thinking on a day-to-day basis?
Ownership thinking at Sebago starts with our leaders and long-tenured employees, who set the tone through their expectations and example. They actively empower our newer employees to take the initiative and understand that every contribution—big or small—impacts the company’s success. Over time, that mindset has become self-sustaining, with employees reinforcing those beliefs through how they approach their work, collaborate with teammates, and represent Sebago to clients. The standards employees hold for themselves and each other help keep our ownership culture strong on a day-to-day basis.
How does education—formal or informal—connect to ownership at your company?
Education is a key driver of ownership at Sebago, as we consistently invest in the growth and development of our employees at every stage of their careers. Whether through formal trainings or informal learning opportunities, employees are encouraged to build new skills and expand their knowledge. What stands out is that several of these opportunities are optional, yet employees actively choose to participate—showing a genuine commitment to their own growth and to the company’s success. This investment not only prepares employees to take on new responsibilities and advance within the organization, but also reinforces a culture where individuals feel empowered to contribute at a higher level. In turn, that continuous development strengthens our overall ownership mindset.
How does hosting ESOP Employee Accelerator sessions reflect your values as an employee-owned company?
Hosting ESOP Employee Accelerator sessions is a direct reflection of our commitment to ownership, collaboration, and continuous learning. As an employee-owned company, we believe ownership is something that should be actively shared and strengthened, not kept internal. These sessions give us the opportunity to showcase how ownership shows up in our day-to-day work, while also learning from other ESOP companies and their approaches. It reinforces our belief that investing in people—both within Sebago and across the ESOP community—drives stronger outcomes for everyone. Ultimately, it reflects our responsibility to not only live our ownership culture, but to help advance it across the broader ESOP community.
For consideration in future Spotlight stories or to learn more about Accelerator classes, please contact Aaron Moberger at amoberger@esopassociation.org.
