There’s a lot happening at Hometown Restyling this year! And we’re excited to share it with you.
As we celebrate 40 years of serving homeowners across Eastern Iowa, we’re also marking one of the most important moments in our company’s history:
Hometown Restyling is now 100% employee-owned.
Reaching four decades in business is something we’re incredibly proud of. But becoming employee-owned is both a decision to celebrate our past, and it’s a commitment to our future.
We’ve received many thoughtful questions about what this transition means for our team, our customers, and the Eastern Iowa community we serve. And as you know, we answer your questions that come our way with StraightTALK.
So here’s a closer look at what employee ownership means, and why it matters for both us and for you.
What does it mean to be employee-owned?
Directly from Dave Wageman, our CEO:
“We’re super excited to announce that now we’re 100% employee owned, and we’ve recently transitioned to an ESOP Corporation.”
Being employee-owned means that Hometown Restyling employees now have the opportunity to share in ownership of the company through an Employee Stock Ownership Plan (ESOP). An ESOP is a structured retirement benefit plan that allows employees to share in ownership of the company over time.
What does that mean in practical terms? It means:
- 100% of company ownership is now held in an employee trust.
- Employees earn ownership interest over time.
- The long-term growth and success of the company directly impacts their financial future.
As Dave explained:
“We’ve always had committed employees, but now 100% of the employees are invested in not only the quality of work but the customer experience and the health and reputation of the long term of the company.”
Basically, the ownership that employees have felt is now put into practice. It’s structured, formalized, and designed to reward long-term contribution.
What does employee ownership mean from a structural standpoint?
Previously, equity in the company was held by a small group of five owners who guided the direction and long-term strategy of the business. But as of this year, ownership shares are held in a trust on behalf of our employees.
Here’s what hasn’t changed for Hometown Restyling:
Leadership Continuity
The same leadership team you’ve known is still in place.
Our executive leadership remains steady, including a former owner who transitioned into the CEO role. That means the vision, standards, and long-term direction of the company haven’t shifted.
There’s no outside leadership stepping in. No sudden philosophical change. No disruption at the top.
The people who helped build Hometown Restyling into what it is today are still guiding where it goes tomorrow.
Day-to-Day Operations
We’re committed to ensuring your experience working with us remains consistent.
Our scheduling systems, communication processes, installation teams, and project management approach all remain the same. The way we plan projects, coordinate crews, order materials, and manage timelines hasn’t changed.
You’ll still work with the same departments. You’ll still receive the same updates. You’ll still see the same trucks pulling into your driveway.
Project Processes
The way we design, plan, and execute remodeling projects is unchanged.
From your first consultation to final walkthrough, our process is still built around clarity, preparation, and craftsmanship. We continue to use the same quality products, the same high installation standards, and the same quality control measures that have served homeowners for 40 years.
Employee ownership just strengthens accountability within that process.
Customer Experience Standards
Our expectations for communication, professionalism, and service remain high. And they’re not going anywhere.
We still prioritize:
- Clear communication
- Respect for your home
- Professional installation
- Standing behind our work
If anything, employee ownership raises the bar even further because now customer satisfaction is directly tied to the long-term success of the people serving you.
What did change is where long-term company value flows.
The future growth and success of the business now benefits the employees who build it every day in a more long-term tangible way, beyond just the salaries they earn each day on the job.
As Dave shared:
“All of the future growth and success of the business as a whole will impact each employee’s financial future as well.”
That alignment matters because when performance and long-term success directly impact your team, accountability for the work we do in YOUR home naturally increases.
President Tom Casey shared:
“We love the culture of employees that care about the customer and the customer experience. It is only fair to reward their efforts over time. We have always had people that take pride in their work. This will just take it to a new level.”
Employee ownership creates a stronger sense of accountability and shared purpose.
As Mark put it:
“Being employee-owned means the work I put in every day directly contributes to something I’m proud to be part of. It creates a stronger sense of accountability, teamwork, and long-term thinking because we’re all building this together.”
Why should customers care that you’re employee-owned?
From the outside, a remodeling project may look the same. It still begins with a consultation. It still involves thoughtful design, product selection, installation, and a finished result you can enjoy for years to come.
So what’s actually different?
The difference is mindset.
When a company is employee-owned, the people you interact with every day aren’t just employees completing tasks. They are owners thinking about the long-term health of the company and the long-term satisfaction of the customers they serve.
Quality Matters Even More
Quality has always been central to Hometown Restyling. But when employees are owners, there is an even deeper level of accountability to your home.
Your installer isn’t just finishing a job. Your designer isn’t just completing a plan. Your project manager isn’t just checking a box. They are protecting something they personally have a stake in. Ownership mentality reinforces craftsmanship, attention to detail, and pride in doing the job right the first time.
Reputation Matters Even More
In a locally owned, employee-owned business, company reputation is personal.
Our employee-owners live in the same communities as our customers. They see you at the grocery store, at local events, and at school activities. The work they do represents both the company and themselves. That personal accountability strengthens the trust we’ve built over the past 40 years, and ensures it continues into the future.
Customer Experience Matters Even More
Remodeling projects are a big investment, and the process can be stressful with the wrong partner. Communication, timelines, and coordination all matter a lot in your peace of mind and confidence in your contractor.
When employees are owners, customer experience becomes a shared responsibility, not just a “customer service department.” Every conversation, every visit to your home, every follow-up call reflects a commitment to long-term relationships that have a direct impact on the company’s and therefore the employee’s, future. Because when the company succeeds through strong customer relationships, employee-owners succeed too.
And that’s something customers can feel from the very first conversation.
As one team member shared:
“Even though I just started in January, I’ve already seen the incredible pride our employees take in their work. Being part of a company where that dedication directly supports our financial future is something I’m very excited and grateful for.”
Why is employee ownership right for Hometown Restyling?
This transition didn’t happen overnight. In fact, the previous ownership group had been talking about employee ownership for years. As Hometown Restyling continued expanding our team, strengthening our processes, and serving more homeowners across Eastern Iowa, leadership asked an important question:
How do we protect what makes Hometown… Hometown?
For Hometown Restyling, employee ownership is a thoughtful, long-term strategy designed to preserve the heart of this company for decades to come.
An ESOP structure allows us to:
Protect the Culture
For 40 years, our culture has been one of trustworthiness, accountability, and local knowledge.
Our employees have always acted like owners. They take responsibility for their craft. They treat each home as if it were their own. They focus on doing the job right, not just getting it done.
Employee ownership protects that mindset. It ensures that the family-oriented, customer-focused culture that built Hometown Restyling doesn’t fade with leadership changes or outside pressures. Instead, it becomes stronger because everyone now has a stake in maintaining it.
As Tom Casey added:
“The longer we are an ESOP, the more they will see the benefits. I feel it will only strengthen our company culture.”
Preserve Local Ownership
Hometown Restyling was founded here. It grew here. It serves homeowners here.
Becoming employee-owned guarantees that decisions will continue to be made locally by people who live in the same communities as you: our customers.
There are no outside investors. No distant corporate offices. No shareholders demanding short-term gains. Just local employee-owners focused on long-term relationships in the community in which we all live.
When you choose Hometown Restyling, you’re choosing a company rooted in Eastern Iowa, committed to staying here.
Reinforce Our Commitment to Employees
Our team has always been the foundation of our success. From designers and installers to project managers and administrative staff, it’s their dedication, craftsmanship, and professionalism that have built our reputation.
Employee ownership is a way to recognize and reward that dedication.
It provides employees with the opportunity to share in the long-term success of the company they help build every day. It aligns personal achievement with company growth. It reflects what has always been true for us: our people make this company.
Strengthen Our Long-term Commitment to Eastern Iowa.
Employee ownership isn’t about the last 40 years. It’s about the next 40.
When employees are owners, they think long-term. They think about reputation. They think about community impact and excellence.
This structure ensures that Hometown Restyling remains committed to:
- Standing behind our work
- Supporting local families
- Investing in local jobs
- Serving homeowners with high-quality craftsmanship
It’s a promise that we are in this for the long haul.
The truth is, our employees have always acted like owners. They’ve always taken pride in their craft. They’ve always treated homes as if they were their own. They’ve always focused on long-term relationships instead of short-term gains.
This transition simply formalizes what has already been true about Hometown Restyling for 40 years.
Is an employee an owner on their first day on the job?
Yes. Every employee has the opportunity to participate in the ESOP starting on day one.
There is a vesting schedule that determines when benefits are fully earned, but the opportunity begins immediately. That means every new hire joins a company where ownership is part of the culture and expectation from the start. That means whether someone has been here 20 years or started last month, they are contributing to and benefiting from the long-term success of Hometown Restyling.
It’s not something reserved for executives or long-time managers. It’s available to installers, designers, administrators, project managers: everyone.
That shared opportunity creates alignment across the entire organization.
As Michelle shared:
“After learning more about what employee ownership truly means and how much it will benefit our team, I’m genuinely excited for what the future holds.”
Does this change what it’s like to work with Hometown Restyling?
In most ways: No, because our employees have always acted like owners.
For 40 years, our team has taken pride in their craftsmanship. They’ve treated every home with respect. They’ve approached each project as if it were their own: paying attention to details, communicating clearly, and standing behind their work. They’ve always focused on doing the job right the first time.
Homeowners have felt that trustworthiness and accountability long before we became employee-owned.
In other ways: Yes, because this new structure ensures that commitment continues into the future.
Employee ownership formalizes what has always been part of our culture. It protects it. It reinforces it. It ensures that the mindset of ownership isn’t dependent on any single leader, group of owners, or generation.
It guarantees that the same professionalism and long-term thinking you’ve come to expect will carry forward for decades to come.
So while your day-to-day experience won’t feel different (You’ll still get the same friendly faces, the same high standards, the same commitment to service), the foundation beneath it is stronger than ever.
Employee ownership doesn’t change who we are. It secures who we will continue to be. Employee ownership protects:
- Our local roots
- Our customer-first mindset
- Our culture of accountability
- Our commitment to standing behind our work
This transition doesn’t change how we operate day-to-day. But it ensures that the values we’ve built over 40 years will continue to guide us for the next 40.
StraightTALK Wrap Up
Becoming 100% employee-owned is not about changing who we are. It’s about protecting who we are, so we can continue to serve as Eastern Iowa’s trusted residential remodeler. It’s about ensuring that Hometown Restyling remains:
Friendly.
Knowledgeable.
Local.
Proven.
And here for your home, for the long haul.
If you have more questions about what employee ownership means, we’d love to talk. Stop by our showroom, give us a call, or ask us during your next consultation.
We’re proud of where we’ve been, and even more excited about where we’re headed in the next 40 years