When transferring a company to the workers there are mainly two great alternatives:
1. Transfer or assign to a newly created entity constituted by the workers the set of assets and rights of the business activity or any of its productive units for its exploitation (through the transfer, sale or lease of company, global transfer of active and passive, including company spin-off or segregation), that is to say a succession of companies (indirect transmission or through the formation of a new company);
2. Or transfer the company that exploits the business to the employees, through the acquisition of a majority of shares (direct transmission or through the control of the company) that can later, or at the same time, be transformed into another social type that best suits the new situation.
In all of these cases the worker cooperatives are a valid formula to continue with the company by its workers.
THE ENTITIES THAT INTEGRATE AND REPRESENT WORKER COOPERATIVES OFFER VALUABLE HELP AND ARE A FUNDAMENTAL SUPPORT FOR THE SUCCESS OF THE TRANSMISSION PROCESS
The previous time to start a business transfer process depends on many factors, such as the volume of business, the activity that develops, the existence of real estate affected by the activity, the number of people involved (workers) and their attitude to changes, etc. That is why the earlier can begin the process before the shortcomings can be determined and, therefore, correct.
When it is possible to anticipate the changes, a Business Succession / Transmission Plan can be established.
Before starting the process of transmission / succession, it is necessary to identify those factors that can affect the good development of the organizational climate of the new company.
The leadership of an initial advocacy team is critical to determine the success of the process. People who lead the change must have team building and management skills.