Reward Strategy Newsletters

18 May 2022 – Nimble remuneration strategies ” … now that our business conditions are currently free from the lockdowns of 2020-21, many employers are capitalising on the revelations of operational agility and more effective employee communication…. “ … read more (or PDF version)

24 June 2021 – Remote employee engagement ” … with COVID-19 a hovering wisp or a raging beast, many employers have found that operational agility and effective employee communication will help sustain business results… “ … read more (or PDF version)

31 July 2020 – When has good performance been more important? “… it’s been a huge challenge in some companies that have had to do a COVID pivot …. The more successful employers are sticking with a disciplined approach to identifying any new performance measures …” … read more (or PDF version)

30 January 2020 – Executive pay reality “The median of Fixed Remuneration Package has barely changed since 2016. During the last four years, the median has moved in a range of just …” … read more (or PDF version)

16 May 2019 – Fixing Executive Remuneration “… banking, insurance and superannuation boards will need to make significant improvements to their administration of executive remuneration – otherwise, APRA may start wielding a blunt instrument.” … read more (or PDF version)

16 August 2018 – It’s settled – Rewards & Recognition drives engagement “… credible evidence that Rewards & Recognition is firmly a major driver of employee engagement .. .. enduring engagement of employees requires recognition for contributions – both financial and non-financial” … read more (or PDF version)

12 April 2018 – Responsive rewards, recruitment and retention “… what if you found that the most attractive aspect of new employment is competitive base pay … what if you found that base pay is also effective at retaining talented people …?” … read more (or PDF version)

16 January 2018 – Ditch or pitch Performance Management? “In many organisations for many years, there have been loud advocates for deep changes to traditional PM processes. Some Human Resources leaders would be happy to ditch PM altogether, arguing that the appraisal process is disruptive and completely unproductive ….. (but) …..” … read more (or PDF version)

10 August 2017 – Remuneration reality “Much has been published about the meagre pay increases that Australian workers have been enduring recently……… There is no denying the ABS data for the year …..” … read more (or PDF version)

11 November 2016 – Ineffective vs Inspired LTI plans “In a competitive market, any organisation’s success depends on the quality of its business leaders and their engagement with strategic goals … (but) executive remuneration has become too complex and is not fulfilling its purpose, and this complexity has contributed to poor alignment between executives, shareholders and the company” … read more (or PDF version)

19 May 2016  –  Game of Numbers “There is always tension between a remuneration budget and investing in talented employees.  How much do you have to spend to retain your best people?  (Included are) some of the latest economic indicators that business leaders may consider when making remuneration budget and review decisions ….” … read more (or PDF version)

15 January 2016  –  Nuts and bolts of business success  “At the beginning of every year, most managers return from their family holidays hoping for better things – better productivity;  better sales;  better profits.  However, many factors are out of their control, such as the Chinese economy and commodity prices.  While these economic demons swirl beyond a manager’s influence, there are important things that can still be done to improve business performance …. “ … read more (or PDF version)

14 July 2015  –  “Why Bother?” incentive design  “Too many incentive plans push against the tide.  Some business leaders expect that financial incentives alone will drive business results, even when employees lack the resources to do their work properly.  In many of these cases, remuneration costs increase for minimal gains in productivity” … read more (or PDF version)

16 April 2015  –  Remuneration returns   “Too many business executives look at their employment costs and shudder.  What these “remuneration hawks” see is a drain on short-term profitability – they rebuff paying employees more for good performance so they can keep remuneration costs down.  The leaders of successful companies know better than the hawks ….” … read more (or PDF version)