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 Saturday, April 25th, 2020 in Reward Strategy, Remuneration software, Incentive Pay, News, All Categories.
In this current business paradigm, all employers are considering how to keep their people working safely and effectively. WFH is frequently the preference, and that’s how I plan to offer my services for the next few months.
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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, 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 Thursday, August 16th, 2018 in Reward Strategy, Incentive Pay, Newsletters, All Categories.
Competitive base pay has always been a major enabler in attracting talented people. Enduring engagement of employees requires “recognition for contributions” – both financial and non-financial.
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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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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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