Primum non nocere. The Hippocratic Oath is one of the foundational elements of any doctor’s career. As it says on Wikipedia: “Another...
Archive for category: Long Term Incentives
Tipping Points – 5 for Pay Professionals
“The moment of critical mass, the threshold, the boiling point.1” This is how Malcolm Gladwell describes the tipping point. It...
Dueling Data – Stock Options or Performance Units?
My trusty Google Alerts continue to update me on what is happening in the world of Compensation. Because of this...
The Phantom of the Compera
Phantom Stock is on the rise. Or, at least the interest in Phantom Stock is on the rise. Over the...
What’s an alternative to equity based compensation that recruits, motivates and retains employees?
Q: I plan to bootstrap and keep my company private with no plans on selling. What’s an alternative to equity...
Pay for Performance Lessons from the Tour de France
The 2014 Tour de France is 2276 miles (3664 K). It is a grueling race that covers 21 stages that...
I am looking for specific information on design considerations and options/practices in developing a long term incentive plan for a privately held company. Any anonymous examples would also be helpful. Your assistance is greatly appreciated!
Dan Walter’s Answer: I think I can provide some help. This is a bit of a specialty of mine. First...
How Relative TSR is a Bit Like Cough Medicine – a bedtime story for executive compensation professionals.
Once upon a time in a land pretty darned close to where you live… Little ExecComp wasn’t feeling well. Whatever...
If Shareholders and Executives Explained Executive Pay as a Meal
Recently a lawyer mentioned to me that he had decided to utilize more basic executive plan designs, even when they...
Correlation is not Causality
“My compensation program is working just fine.” said the HR professional who had low employee turnover. “My pay for performance...