The most common question asked about equity compensation is only two words: “How much?” For private companies, it is frustratingly...
Archive for category: Compensation Philosophy
Paying Everyone Equally is a Terrible Idea
Aug 05,2015August 5, 2015
Many of you may have read about Gravity Payments, the company in Seattle, Washington with the magnanimous CEO who decided...
5 Lessons for a Compensation Department of None
Jul 27,2015July 27, 2015
Over the last few years, we have seen a rise in attention to the all too common, “HR Department of...
Is Your Company Lying About Pay?
Jul 06,2015July 6, 2015
David Larcker and Anastasia Zakolyukina did some research in 2012 for the Rock Center for Corporate Governance at Stanford University....
1.8 Million Reasons NOT to Become CEO
Jun 25,2015June 25, 2015
By adminIn Articles, Base Pay / Salary, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Executive Compensation, Job Structures, Pay For PerformanceTags compensation philosophy, compensation plan design, compensation planning, compensation strategy, executive compensation, job structures, P4P, salary
Being the CEO of a company is a great job, if you can get it. It’s an even better job...
HR Can’t Afford to Ignore Compensation
Jun 18,2015June 18, 2015
By adminIn Articles, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, Executive Compensation, Sales CompensationTags compensation, compensation communication, compensation philosophy, compensation plan design, compensation planning, compensation strategy, culture
A generous person gave three business partners $1 million and said they could use it however they wanted. The only...
There are Only Two Pay Philosophies
Jun 12,2015June 12, 2015
We, the compensation professionals of planet earth, work hard to define the whys and hows of our pay programs. We...
Silence Isn’t Golden
Jun 03,2015June 3, 2015
By adminIn Articles, Base Pay / Salary, Bonus, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Other Rewards, Performance Units, Recognition, Restricted Stock, RSU, Sales Compensation, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Stock OptionsTags base pay, base salary, Bonus, bonuses, communication, compensation communication, compensation philosophy, compensation planning, equity compensation, incentive compensation, incentive pay, incentives, long term incentives, recognition, sales compensation, Short-Term Incentives - STI, stock compensation, total rewards
I hope your employees aren’t complaining about your compensation programs. If they are complaining out loud, then the problem has...
8 Ways the Minneapolis Skyway is Like Incentive Compensation
May 22,2015May 22, 2015
By adminIn Articles, Bonus, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, Long Term Incentives, Other Rewards, Pay For Performance, Sales Compensation, Short-Term Incentives - STITags Bonus, compensation, compensation philosophy, compensation planning, incentive compensation, incentives, long term incentives, P4P, pay for performance, Short-Term Incentives - STI, total rewards
Those of you who regularly read my articles know I often view the world from a different perspective. This is...
The Best Performance Goals Are D.U.M.B.
May 13,2015May 13, 2015
By adminIn Articles, Bonus, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, Sales Compensation, Short-Term Incentives - STI, Stock OptionsTags Bonus, bonuses, compensation communication, equity compensation, executive compensation, incentives, long term incentives, metrics, P4P, performance, performance awards, performance equity units, performance units, sales compensation, Short-Term Incentives - STI, stock compensation, strategy
Anyone who has taken a class or performed a Google-search on performance goals has learned about the concept of “SMART”...