Incentives & Rewards

Private companies often have challenges recruiting and retaining top talent. Vivient Consulting’s Bertha Masuda, CECP, and ThreePoint Consulting’s David Rhoads offer advice on implementing and maintaining effective private company compensation and incentive plans in this video Plans With the X Factor — Private Companies’ Quest for Effective Incentives from...

By Don G. McDermott of D.G. McDermott Associates Succession planning is an important and often neglected aspect of leadership and talent development for many organizations. In our work with clients, we've seen that many are unprepared for sudden – or even expected – leadership changes in their...

By Susan Malanowski at the Wilson Group After developing executive compensation and employee compensation plans over the years for so many companies  from iRobot to TripAdvisor, we've developed our "top ten mistakes" compensation consultants typically make when designing compensation plans: Too many compensation performance metrics “Less is more”...

Vivient Consulting and WorldatWork have announced the findings of two new 2015-2016 executive and employee compensation surveys revealing that short-term cash incentives and bonus programs continue to dominate the incentive-pay landscape as a vast majority of organizations use, and rely on, incentive-based pay practices to...

WorldatWork is again projecting a 3.1 percent average increase (median 3.0 percent) in salary budgets for 2016 similar to their 2015 projection. Similarly, the Society for Human Resource Management (SHRM) recently reported that Hay Group, along with additional researchers, have also predicted the a moderate...

By Janet Koechel - Paradox Compensation Advisors New Federal overtime pay regulations are imminent. Will your company pass the test? It’s a New World for Overtime Pay New rules for determining overtime eligibility could take effect in 2016 according to the Department of Labor (DOL) for employees whose base...

Funding for long term incentive plans (LTI's) is handled differently for private companies vs public companies and comes directly off the bottom line. So when and why should private companies consider these "costly" performance incentives for their executives? What executives should be included in LTI's?...