We’ve covered a lot of ground in this series, but there is always more when it comes to equity compensation....
Startup Equity: You’re Coming With Me, or maybe NOT (Part 13 in an n part series)
Mar 07,2017March 7, 2017
Startup Equity: But Can’t I Pay Less Cash? (Part 12 in an n part series)
Feb 22,2017February 22, 2017
This series of articles has covered a lot of ground, but this particular article touches on a critical component that...
Startup Equity: Staying Private in a Public World (Part 11 in an n part series)
Feb 13,2017February 13, 2017
By adminIn Articles, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation philosophy, equity compensation, executive compensation, Incentives/Bonuses, pay, startup, stock/equity compensation, total rewards
It is readily accepted that an IPO is Nirvana to a startup. Of course, a fantabulous acquisition will also work...
Startup Equity: What About Performance? (Part 10 of an n part series)
Feb 02,2017February 2, 2017
By adminIn Articles, Compensation Planning, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, RSU, Start-up PayTags equity compensation, executive compensation, Incentives/Bonuses, pay, pay for performance, performance awards, performance based equity, PSU, startup, stock options RSU, stock/equity compensation, total rewards
“But, how do I make sure that the person is a great performer before I am forced to give them...
Startup Equity: Three Crucial Variables (Part 9 of an n part series)
Jan 23,2017January 23, 2017
By adminIn Articles, Communication, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags equity, executive compensation, Incentives/Bonuses, RSUs, startup, stock options, stock/equity compensation, termination rules, total rewards, vesting
Startup equity has approximately a gazillion moving parts. But three of these variables are far more important than all of...
Startup Equity: No. They Don’t Get It. (Part 8 of an n part series)
Jan 11,2017January 11, 2017
By adminIn Articles, Communication, Compensation Plan Design, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation communication, equity, executive compensation, Incentives/Bonuses, rsu, startup, stock options, stock/equity compensation
During a recent presentation I did for industry professionals, an attendee claimed that his employees didn’t need additional education on...
Startup Equity: The Most Common Mistake (Part 7 of an n part series)
Jan 03,2017January 3, 2017
By adminIn Articles, Bonus, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock OptionsTags burn rate, compensation philosophy, dilution, equity pool, executive compensation, Incentives/Bonuses, rsu, startup equity, stock options, stock/equity compensation
Here is my 2017 gift to you. I truly believe that equity compensation helped build the technology industry, and therefore...
Startup Equity: Isn’t It Refreshing? (maybe not) – (Part 6 of an n part series)
Dec 14,2016December 14, 2016
By adminIn Articles, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Other Rewards, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Start-up Pay, Stock OptionsTags compensation philosophy, executive compensation, grants, pay for performance, refresh, startup equity, stock options, stock/equity compensation, total rewards
The historically long periods between the startup and “big event” for companies has given rise to many issues that were...
Startup Equity: Synthetic Equity or Sharing Without Sharing (Part 5 of an n part series)
Dec 06,2016December 6, 2016
By adminIn Articles, Bonus, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock OptionsTags equity compensation, executive compensation, Incentives/Bonuses, pay for performance, phantom stock, rsu, SAR. appreciation rights, startup, stock options, stock plan, stock/equity compensation
When you hear “equity compensation” and startups, you immediately think of stock options. More recently RSUs (restricted stock units that...
Startup Equity: Comparing Your “Currency” to a Competitor’s (Part 4 of an n part series)
Nov 28,2016November 28, 2016
By adminIn Articles, Bonus, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock OptionsTags compensation, currency exchange, equity, executive compensation, fx, Incentives/Bonuses, pay, pay for performance, start-up, startup, stock options, stock/equity compensation
Comparing base bay is relatively easy, equity not so much. A dollar is a dollar. And, if a dollar isn’t...