How Fast Would You Run in the Dark?Oct 13,2010October 13, 2010By 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...
Equity Compensation is in a Class of its OwnSep 16,2010September 16, 2010By 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...
The Top 3 Provisions of Dodd-Frank..at Least for the MomentAug 12,2010August 12, 2010By adminIn Articles, Compensation Planning, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Restricted Stock, RSU, Say on Pay, Stock Options I once had a colleague who was an acronym addict. His philosophy was anything more than a TLA (three letter...
In Pursuit of the Perfect Performance MetricJun 17,2010June 17, 2010By adminIn Articles, Compensation Philosophy, Compensation Plan Design, Equity Compensation, Executive Compensation, Long Term Incentives, Pay For Performance, Restricted Stock, RSU, Say on Pay, Stock Options With Management Say on Pay (MSOP) rising on the horizon, we are all faced with properly implementing a new performance...
