“But, how do I make sure that the person is a great performer before I am forced to give them...
Archive for category: Performance Units
Startup Equity: Three Crucial Variables (Part 9 of an n part series)
Jan 23,2017January 23, 2017
By adminIn Articles, Communication, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags equity, executive compensation, Incentives/Bonuses, RSUs, startup, stock options, stock/equity compensation, termination rules, total rewards, vesting
Startup equity has approximately a gazillion moving parts. But three of these variables are far more important than all of...
Startup Equity: No. They Don’t Get It. (Part 8 of an n part series)
Jan 11,2017January 11, 2017
By adminIn Articles, Communication, Compensation Plan Design, Equity Compensation, Long Term Incentives, Pay For Performance, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation communication, equity, executive compensation, Incentives/Bonuses, rsu, startup, stock options, stock/equity compensation
During a recent presentation I did for industry professionals, an attendee claimed that his employees didn’t need additional education on...
Startup Equity: The Most Common Mistake (Part 7 of an n part series)
Jan 03,2017January 3, 2017
By adminIn Articles, Bonus, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Short-Term Incentives - STI, Start-up Pay, Stock OptionsTags burn rate, compensation philosophy, dilution, equity pool, executive compensation, Incentives/Bonuses, rsu, startup equity, stock options, stock/equity compensation
Here is my 2017 gift to you. I truly believe that equity compensation helped build the technology industry, and therefore...
Startup Equity: Isn’t It Refreshing? (maybe not) – (Part 6 of an n part series)
Dec 14,2016December 14, 2016
By adminIn Articles, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Other Rewards, Pay For Performance, Performance Units, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Say on Pay, Start-up Pay, Stock OptionsTags compensation philosophy, executive compensation, grants, pay for performance, refresh, startup equity, stock options, stock/equity compensation, total rewards
The historically long periods between the startup and “big event” for companies has given rise to many issues that were...
Startup Equity: Synthetic Equity or Sharing Without Sharing (Part 5 of an n part series)
Dec 06,2016December 6, 2016
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, Start-up Pay, Stock OptionsTags equity compensation, executive compensation, Incentives/Bonuses, pay for performance, phantom stock, rsu, SAR. appreciation rights, startup, stock options, stock plan, stock/equity compensation
When you hear “equity compensation” and startups, you immediately think of stock options. More recently RSUs (restricted stock units that...
Startup Equity: Comparing Your “Currency” to a Competitor’s (Part 4 of an n part series)
Nov 28,2016November 28, 2016
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, Start-up Pay, Stock OptionsTags compensation, currency exchange, equity, executive compensation, fx, Incentives/Bonuses, pay, pay for performance, start-up, startup, stock options, stock/equity compensation
Comparing base bay is relatively easy, equity not so much. A dollar is a dollar. And, if a dollar isn’t...
Startup Equity: Why are VCs Getting so Stingy with Equity? (Part 3 of an n part series)
Nov 17,2016November 17, 2016
By adminIn Articles, 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, Start-up Pay, Stock OptionsTags compensation, entrepreneur, equity, executive compensation, incentive, investors, ipo, pay, pay for performance, startup, stock/equity compensation, vc, venture capital
Does this familiar? You had a great idea and turned it into a company. Somehow you got to the point...
Startup Equity: 409A vs Investor Value (part 2 of an n part series)
Nov 09,2016November 9, 2016
By adminIn Articles, Equity Compensation, ESPP, Executive Compensation, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags 409A, compensation, equity, executive compensation, ownership, pay, rsu, startup, stock options, stock/equity compensation, vc, venture captial
We have all seen the headlines, “XYZ receives $100M in funding at a $3B valuation.” We seldom see the “other”...
%-#-$ – Startup Equity: It’s Enough to Make You Swear!
Oct 26,2016October 26, 2016
By adminIn Articles, Communication, Compensation Philosophy, Equity Compensation, ESPP, Executive Compensation, Performance Units, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock OptionsTags compensation communication, compensation philosophy, equity, executive compensation, start-up, start-ups, stock options, stock/equity compensation
Figuring out the right amount of equity compensation at startups is a challenge. How much should I grant? How big...