Is Company Culture Killing Your Pay for Performance?

May 12,2014May 12, 2014
By In Articles, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Private Companies, Say on Pay, Short-Term Incentives - STI, Start-up Pay

I just returned from a conference where “culture” was the buzzword. Over and over industry professionals stressed that your compensation...

Small Companies Deserve Compensation Excellence

Apr 28,2014April 28, 2014
By In Articles, Career Advancement, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, ESPP, Executive Compensation, Job Structures, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Recognition, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Start-up Pay, Stock Options, Titles and Descriptions

Often your HR person is also your benefits, recruitment, training, organizational development, problem resolution and party planning resource. Even though...

In what ways have companies attempted to make compensation proportional to actual performance, and which methods have been most successful?

Dec 16,2013December 16, 2013
By In Communication, Compensation Philosophy, Compensation Plan Design, Equity Compensation, ESPP, Long Term Incentives, Pay For Performance, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Stock Options, We Have Answers

There are a wide array of methods that may link compensation to company performance. Some of these define “performance” broadly...