HaRe Group
By Simon Hare on Friday, July 31st, 2020 in Reward Strategy, Incentive Pay, Newsletters, All Categories.
Revising goals and objectives during the year requires more effort than in the normal annual planning phase. While recalibration of some targets using the same measures is understandable, some objectives could be scrapped and replaced.
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By Simon Hare on Thursday, May 16th, 2019 in Incentive Pay, Newsletters, All Categories.
Attempts to move away from the conventional model of executive remuneration have not been wholly welcomed. Bank boards have struggled to gain acceptance that new approaches are needed. Work on executive remuneration is needed to better align potential rewards with a holistic view of performance.
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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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By Simon Hare on Friday, November 11th, 2016 in Reward Strategy, Incentive Pay, Newsletters, All Categories.
Every company needs a crystal clear reward strategy that echoes its business strategy. The Long Term Incentive plan should have objectives to motivate each executive to stay with the company and keep future-focused.
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By Simon Hare on Thursday, May 19th, 2016 in Salary Structures, Newsletters, All Categories.
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?
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By Simon Hare on Friday, January 15th, 2016 in Newsletters, All Categories.
Management practices can make big differences to employee motivation. The acid test is the impact of motivated employees on organisation culture and business performance.
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By Simon Hare on Tuesday, July 14th, 2015 in Reward Strategy, Incentive Pay, Newsletters, All Categories.
Every employer should expect an incentive plan to focus the efforts of employees on what’s most important to business success. Talented people don’t usually need a financial reward to work harder or smarter, but a good incentive plan gives direction.
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By Simon Hare on Thursday, April 16th, 2015 in Newsletters, All Categories.
The economics of distributing scarce resources (remuneration) is challenging. Therefore, careful decisions need to me made about the distribution of a remuneration budget – surely, employee engagement should not become the casualty of a poorly managed remuneration review.
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