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Archive for category: RSU

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Equity Compensation: What are different forms of equities that companies offer? What are differences?

Jul 11,2013July 11, 2013
By adminIn Compensation Plan Design, Compensation Planning, Equity Compensation, ESPP, Long Term Incentives, Private Companies, Restricted Stock, RSU, SAR-Stock Appreciation Rights, Start-up Pay, Stock Options, We Have Answers

This is a recent question asked on Quora: “I am a layman and would like to know these basic information....

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Goldilocks and the 3 Broad-based Stock Plans

Nov 10,2011November 10, 2011
By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Culture, Equity Compensation, ESPP, Pay For Performance, Restricted Stock, RSU, Stock Options

There once was a dedicated professional who was tasked with creating a company-wide stock plan at her new company. Henrietta...

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Equity Compensation Data for Start-ups and Other Private Companies-2011

Nov 02,2011November 2, 2011
By adminIn Articles, Compensation Plan Design, Culture, Equity Compensation, ESPP, Long Term Incentives, Pay For Performance, Restricted Stock, RSU, Stock Options

During the month of November I’m going to focus on my equity compensation roots. With both the IPO and M&A...

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How is Pay for Performance like Driving a Fire Truck?

Aug 08,2011August 8, 2011
By adminIn Articles, Communication, Compensation Philosophy, Compensation Plan Design, Culture, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, RSU

San Francisco has lots of tall buildings, so we need those cool ladder fire trucks that you see in the...

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Equity Compensation: Gift, Reward or Lease?

Jul 06,2011July 6, 2011
By adminIn Articles, Communication, Compensation Philosophy, Compensation Plan Design, Culture, Equity Compensation, ESPP, Long Term Incentives, Pay For Performance, Restricted Stock, RSU, Stock Options

Skype as been vilified for buying back shares from vested and exercised stock options (see details here and here). The ...

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Companies Deserve Pay Transparency, Too

May 03,2011May 3, 2011
By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Pay For Performance, Restricted Stock, RSU, Say on Pay, Stock Options

This article originally appeared on Robin A. Ferracone’s “Executive Pay Watch” blog on Forbes.com. “For today’s Executive Pay Watch blog,...

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Stock Option Moving Sale!

Feb 25,2011February 25, 2011
By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Restricted Stock, RSU, Stock Options

Everyone loves when a business or a family down the street has a moving sale. You have options to buy...

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Enough is Enough. Knowing When to Say When on Compensation

Feb 14,2011February 14, 2011
By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, ESPP, Executive Compensation, Restricted Stock, RSU, Say on Pay, Stock Options

Sometimes enough is enough. I had a client go through a surprisingly good experience last week that made me realize...

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How Fast Would You Run in the Dark?

Oct 13,2010October 13, 2010
By adminIn Articles, Communication, Compensation Philosophy, Compensation Plan Design, Culture, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Restricted Stock, RSU, Say on Pay, Stock Options

It’s 3AM and it’s almost pitch black outside. The damp chill of the dead night air is on your bare...

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Equity Compensation is in a Class of its Own

Sep 16,2010September 16, 2010
By adminIn Articles, Career Advancement, Communication, Compensation Philosophy, Compensation Plan Design, Compensation Planning, Culture, Equity Compensation, ESPP, Executive Compensation, Long Term Incentives, Recognition, Restricted Stock, RSU, Stock Options

The origin of the word equity is not, as many people think, the word “equal.” In fact, its origin is...

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