By Simon Hare
on Thursday, January 30th, 2020 in Incentive Pay, Newsletters, All Categories.
Executive pay is an object of our market economy – however, there have been some prominent suggestions that more regulatory intervention and a greater degree of prescription will be required to “shift” variable remuneration practices.
Rather than losing control of executive pay, Boards should establish meaningful performance targets, as well as vesting conditions that would better reflect the longer-term impact that most executives should have on business performance.
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By Simon Hare
on Thursday, April 12th, 2018 in Newsletters, All Categories.
Most market leading organisations have developed remuneration systems based on market sector targets and employee pay differentiation. In many cases, they enjoy the ability to attract talented people and retain their best employees
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By Simon Hare
on Tuesday, January 16th, 2018 in Incentive Pay, Newsletters, All Categories.
Performance Management program failures will often damage remuneration effectiveness, and consequently corrode employee engagement. Development fundamentals will help rejuvenate and improve Performance Management program design.
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By Simon Hare
on Thursday, August 10th, 2017 in Newsletters, All Categories.
In my recent client experiences, the current salary stagnation can demotivate employees, and/or prompt them to seek better paid work. Successful employers know that this situation presents an opportunity to positively differentiate their remuneration practices.
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