When it comes to compensation, it’s easy to get caught up in strategy and communication. We know that missing a...
You are Not Lebron James (or Facebook, or Google)
Nov 04,2015November 4, 2015
By adminIn Articles, Base Pay / Salary, Bonus, Communication, Compensation Philosophy, Compensation Planning, Culture, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Other Rewards, Pay For Performance, Performance Units, Recognition, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Stock OptionsTags Base Salaries, communication, compensation philosophy, compensation planning, culture, executive compensation, Incentives/Bonuses, motivation, pay for performance, peer groups, Performance Management, recognition, stock/equity compensation, strategy, total rewards
Lebron James has just become the youngest person in NBA history to score 25,000 points in his career. He is...
Do Worker’s Want Shares or Cash? as quoted in the WSJ
Oct 28,2015October 28, 2015
Dan Walter, President and CEO of Performensation was quoted in this article on the topic of more broad-based use of...
IN MEMORIUM: FAREWELL ANNUAL RAISE
Oct 13,2015October 13, 2015
By adminIn Articles, Base Pay / Salary, Bonus, Compensation Philosophy, Equity Compensation, ESPP, Long Term Incentives, Other Rewards, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Stock OptionsTags Base Salaries, Bonus, compensation, compensation philosophy, incentive pay, Incentives/Bonuses, merit increase, P4P, pay, pay for performance, performance, raises
An article was published last week with data from Aon Hewitt and Towers Watson that showed the annual pay raise is...
Let’s Get Rid of ISOs, ESPPs and Voting for President
Oct 06,2015October 6, 2015
Incentive Stock Options, or ISOs, have been the foundation of tech company stock option programs for the past three decades....
Speed, Velocity and Acceleration in Pay
Sep 28,2015September 28, 2015
By adminIn Articles, Base Pay / Salary, Bonus, Communication, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Pay For Performance, Performance Units, Restricted Stock, RSU, Sales Compensation, SAR-Stock Appreciation Rights, Short-Term Incentives - STI, Stock OptionsTags base pay, Base Pay / Salary, base salary, bonuses, compensation communication, equity compensation, executive compensation, executive pay, incentive compensation, incentive pay, incentives, long term incentives, P4P, pay for performance, sales compensation, Short-Term Incentives - STI, stock compensation, stock/equity compensation, survery data, surveys
I was reading a Facebook message a parent posted about their kid’s physics homework and it resonated as a reminder...
Combatting Self Interest in Pay
Sep 14,2015September 14, 2015
By adminIn Articles, Communication, Compensation Philosophy, Equity Compensation, ESPP, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Stock OptionsTags @SelterMosby, compensation, compensation communication, compensation philosophy, EMployee Stock Purchase Plan, equity compensation, ESPP, pay, Performance Management, self interest, stock options, stock/equity compensation
Professor Dylan Selterman (@SelterMosby) is a psychology lecturer at the University of Maryland. Earlier this summer he gave his students...
How have you seen Stock Options or Performance Rights grants change for employees from Pre-IPO to Post-IPO?
Sep 09,2015September 9, 2015
By adminIn Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock Options, We Have AnswersTags compensation plan design, compensation planning, equity compensation, ESPP, performance units, post-IPO, pre-IPO, private companies, rsu, RSUs, SARs, stock options
Question (Orig. on Quora): How have you seen Stock Options or Performance Rights grants change for employees from Pre-IPO to...
Equity Compensation is a Game of H.O.R.S.E.
Sep 03,2015September 3, 2015
By adminIn Articles, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Stock OptionsTags compensation philosophy, equity compensation, executive compensation, performance shares, performance units, phantom stock, rsu, SARs, stock options, stock plans, stock/equity compensation
As kids, many of us played H.O.R.S.E. Heck most adults who touch a basketball still play the game. For those...
What’s the Right Size for Private Company Equity Compensation?
Aug 12,2015August 12, 2015
By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Stock OptionsTags compensation philosophy, compensation plan design, compensation planning, equity compensation, private companies
The most common question asked about equity compensation is only two words: “How much?” For private companies, it is frustratingly...