Archive for category: Culture

What Happens when You Unjustly Pay Two Monkeys?

Apr 25,2014April 25, 2014

By adminIn Articles, Compensation Philosophy, CultureTags just pay, monkey

Perfecting compensation is a difficult task. Fair pay is a term we have heard a lot lately. Fair pay can...

When Considering Pay: Everything in Moderation, Including Moderation

Apr 03,2014April 3, 2014

By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Culture, Equity Compensation, Executive Compensation, Long Term Incentives, Performance Units, Recognition, Restricted Stock, RSU, Say on Pay, Stock Options

Compensation professionals do a lot of moderating. We work to moderate expectations. We work to moderate misunderstandings with incentive pay....

Hey Startups! Tomorrow IS too late!

Mar 27,2014March 27, 2014

By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock Options

We’ve all heard the phrase “It’s never too late.” I am sorry to tell you that everyone has been wrong....

Don’t be Your Employees’ Grandma

Mar 18,2014March 18, 2014

By adminIn Articles, Career Advancement, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Pay For Performance, Recognition

Grandmas are awesome. They are sweet, loving and great listeners with too many other good things to list. But, they...

Pay Can’t Fix Anything! Fix it then Pay, Not the Other Way

Feb 26,2014February 26, 2014

By adminIn Articles, Bonus, Career Advancement, Compensation Philosophy, Compensation Plan Design, Culture, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Short-Term Incentives - STI, Start-up Pay, Stock Options, Titles and Descriptions

Often companies come to me with a request to design a compensation program, philosophy or market analysis hoping it will...

1 Versus 100 ($1M Vs. $100M)

Jan 16,2014January 16, 2014

By adminIn Articles, Career Advancement, Compensation Philosophy, Culture, Equity Compensation, Executive Compensation, Pay For Performance, Titles and Descriptions

On January 16, 2014 it was announced that Yahoo ended the employment of their COO and second in command, Henrique...

Exceeding Expectations is Like Having Super Powers

Nov 07,2013November 7, 2013

By adminIn Articles, Bonus, Communication, Compensation Philosophy, Compensation Plan Design, Culture, Pay For Performance, Recognition, Short-Term Incentives - STI

A while back I wrote a post titled “It’s the Little Things” where I discussed how seemingly minor details may...

CEO Pay Ratio : Unintended Consequences?

Sep 30,2013September 30, 2013

By adminIn Articles, Compensation Philosophy, Compensation Planning, Culture, Executive Compensation, Pay For Performance, Say on Pay

The dreaded CEO Pay Ratio Disclosure is almost here! The SEC has proposed the rules for the regulation required by...

Why do some companies recruit heavily at universities (e.g. Microsoft, Google, Facebook, etc.) whereas others only make experienced hires

Sep 28,2013September 28, 2013

By adminIn Communication, Compensation Philosophy, Compensation Plan Design, Culture, Job Structures, We Have Answers

Link to full answer thread: http://www.quora.com/Why-do-some-companies-recruit-heavily-at-universities-e-g-Microsoft-Google-Facebook-etc-whereas-others-only-make-experienced-hires Dan’s answer My firm does compensation consulting and we often discuss the following with...

Compensation Players, Coaches and Referees

Aug 14,2013August 14, 2013

By adminIn Articles, Career Advancement, Communication, Culture, Executive Compensation, Pay For Performance

The NFL pre-season is once again upon us. New rules, players, coaches and referees, means new mistakes and new opportunities...