We all wish we were better at communicating. We create presentations (decks) and plan summaries (SPDs). We carefully choose our...
Archive for category: Long Term Incentives
Incentives Without Teeth
Jan 05,2016January 5, 2016
By adminIn Articles, 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 compensation philosophy, incentives, Incentives/Bonuses, motivation, P4P, pay for performance, stock/equity compensation, total rewards, variable pay
Pay for performance continues to grow as a solution for motivating people in a world of flat compensation. The title...
Our Nearsighted Friends and Us
Dec 02,2015December 2, 2015
By adminIn Articles, Bonus, Communication, Compensation Planning, 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, Stock OptionsTags compensation communication, compensation plan design, compensation planning, executive compensation, executive pay, Incentives/Bonuses, P4P, pay for performance, STI, stock/equity compensation
I have a brother with 20:15 vision. For those of you normal humans, this means he can see things clearly...
Navigating the Whitewater of LTI Design
Nov 25,2015November 25, 2015
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, Stock OptionsTags equity compensation, executive compensation, executive pay, Incentives/Bonuses, long term incentives, LTI plans, pay for performance, stock/equity compensation
Someone recently asked me to explain how I knew what direction to take plan design conversations. She had participated in...
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...
Delicious Amber Transparency
Oct 26,2015October 26, 2015
By adminIn Articles, Base Pay / Salary, Bonus, Communication, Compensation Philosophy, Executive Compensation, Long Term Incentives, Other Rewards, Recognition, Short-Term Incentives - STITags Base Salaries, Benefits & Perquisites, compensation communication, compensation philosophy, executive compensation, Incentives/Bonuses, recognition, total rewards
We talk a lot about pay transparency. It seems like half the time half of compensation professionals argue for more...
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...
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...
What are the arguments for establishing long term incentive plan metrics that are different than those tied to the annual incentive plan?
Sep 04,2015September 4, 2015
Question: What are the arguments for establishing long term incentive plan metrics that are different than those tied to the...
Executive Pay Claw backs – Things Just (Almost) Got Real!
Jul 07,2015July 7, 2015
By adminIn Articles, Compensation Plan Design, Compensation Planning, 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 claw backs, clawbacks, compensation plan design, compensation planning, compensation strategy, Dodd Frank, equity compensation, executive compensation, executive pay, long term incentives, P4P, Rule 10D-1, Short-Term Incentives - STI
The date: July 1, 2015. The place: Washington D.C. The situation: The SEC proposes rules for executive compensation claw back...