Remove ATS Remove Benchmarking Remove Bonuses and Incentives Remove Books

4 Ways CEOs Mess Up Pay Programs

Compensation Cafe

For example, several years ago I had a CEO tell me he wanted his pay benchmarked to the CEO of Amgen. Amgen had about 15,000 employees at the time. Another common result is the conclusion that you are terrible at your job. Or, follow him on Twitter at @Performensation.

Eternal Sunshine of the Spotless Mind

Compensation Cafe

We make hundreds of small decisions like this every time we benchmark compensation, determine incentive pay levels, set goals, and decide on merit increase minutiae. A growing best practice is building regular reporting summaries at critical decision and measurement points.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

It's Cheaper to Pay Them than Lose Them

Compensation Cafe

It is likely to be the most costly annual expense at your company. I was speaking to the Head of HR at a small, talent-intensive company. We were discussing the cost of long-term incentives as related to their compensation philosophy of paying between the 50 th and 75 th percentile.

Be a Compensation Paleontologist

Compensation Cafe

When you depend only on data and not your abilities, jobs that are benchmarked "perfectly" one year may be wildly out of range the next. Or, follow him on Twitter at @Performensation. Is your compensation structure a Payalotasaur? Could it be an Equitops? Maybe it’s a Budgetgonadon.

All Decisions Are B.A.D. Decisions

Compensation Cafe

decisions, relying on the Best Available Data known at the time. The more often you enter uncharted waters, the more frequently you will find an absence of robust benchmark studies with relevant useful facts that can guide your choices, suggest options or demonstrate context.

Price is Only an Issue in the Absence of Value

Compensation Cafe

Value is something we often put on a back burner while trying to build a better benchmark. He has co-authored ” Everything You Do In Compensation is Communication”, “The Decision Makers Guide to Equity Compensation” , “Equity Alternatives ” and other books.

Performance Management 2.0: Improving Your Employee Motivation Strategy


In my book, Next Generation Performance Management , I differentiate between Performance Management 1.0 (PM involves goal-setting at the beginning of the year, evaluating performance, and distributing rewards at the end of the year. Focus more on base pay and less on bonuses.

Part I - Malaise in the Employee Rewards: What’s Going On?

Compensation Cafe

Sales compensation has always been a different beast: it has different buyers and economic cycles than employee rewards, and sales incentives constantly evolve to meet new business needs. I think the prime culprit is practitioner obsession with benchmarking as the key to rewards design.

Why and How should you Personalize NPS Follow-up Question


There is no other tool that gives you an idea of who would remain a loyal customer to you and who would run at the sight of a competitor whose offering may only be incrementally better than yours. While there is no benchmark on the most effective one, NPS is certainly one of them.

A Template for Organizational Cultural Change

Culture University

At that point, the husband and wife looked at each other in disbelief. Among the findings: More than 90% said that culture was important at their firms. So, make your numbers any way you can because highly bonused people get the promotions.”

SHRM ’15: Global Shift, High Performers and More


Crowds and the heat index aside, I did notice at least one refreshing change at this year’s event: a lot more practitioner speakers. ” And then there are those issues that are “unique”: Don’t call me up and ask me about the summer bonus somewhere ….

7 of the Best Appointment Scheduling Software Solutions for your Business


Appointment scheduling software and scheduling apps are solutions designed to give businesses a way to automate, and better manage appointment scheduling and booking tasks — saving you precious hours each week. . one staff member) package starts at $29 per month and increases from there.

A Quick-Start Guide to Creating a Salary Structure for Your Company


Take a look at market pricing—what other companies are paying for similar jobs. The surveys cover “benchmark jobs”. Once you have identified the benchmark jobs that “match” (i.e., You can extract the market rate data and analyze it based on simple comparisons – the dollar and percentage differences between what employees are paid at your company and what the market rates are for similar positions – and more advanced statistical procedures.

The recruitment process: 10 things you need to master to succeed


Take a look at the takeaways from our Recruitment Marketing Masterclass. At the In-House Recruitment Expo in Telford, England, in October 2018, ‘Google Dave’ Hazlehurst urged attendees to promote their employer brand everywhere, not just in job ads.