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4 Ways CEOs Mess Up Pay Programs

Compensation Cafe

If your CEO passionately believes in your pay programs they will probably work pretty well. For example, several years ago I had a CEO tell me he wanted his pay benchmarked to the CEO of Amgen. This can be frustrating because the opposite is also true.

Eternal Sunshine of the Spotless Mind

Compensation Cafe

How well can you explain your past decisions and actions? . What were the specific "asks" and "expectations" five or six years ago How well did you meet these objectives and did you ask your employees or executives how effective the plan was in motivating them to those achievements?

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It's Cheaper to Pay Them than Lose Them

Compensation Cafe

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. It isn’t a coincidence that they have a well-designed and communicated ESPP, or that it offers college tuition for many.

All Decisions Are B.A.D. Decisions

Compensation Cafe

is quite meaningful as well as memorable. Relevance counts, as well. 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. They represent the fact that you are doing well enough in life to own that shiny bauble. If you do it well, you will find that prices are only an issue in the absence of value.

Why Pay Surveys Rarely Agree

Compensation Cafe

That is probably the most significant reason for surveys to vary, because collecting/analyzing really good data very well/carefully, consistently, continually, etc., Government surveys run low (lacking size/profit sensitivity, concentrating on well-established conservative employers, etc.).

Performance Management 2.0: Improving Your Employee Motivation Strategy

15Five

In my book, Next Generation Performance Management , I differentiate between Performance Management 1.0 (PM Focus more on base pay and less on bonuses. However, overemphasizing money and incentives can cause problems. How do you address employees who aren’t performing?

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

Compensation Cafe

As one who has researched employee rewards for well over 30 years, it is my considered opinion that this field has gotten stagnant and, well, a bit dull. I think the prime culprit is practitioner obsession with benchmarking as the key to rewards design.

7 of the Best Appointment Scheduling Software Solutions for your Business

Homebase

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. . Think Square, but specifically for health and wellness providers.

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

Insperity

Not to mention, it can help you retain your current employees, as well as make your recruiting, hiring and promoting efforts more focused and easier to execute. The surveys cover “benchmark jobs”. Once you have identified the benchmark jobs that “match” (i.e., median) across the benchmark jobs. This might include establishing incentive or bonus plans (i.e., Having a solid salary structure makes it easier to manage your salary expenditure.

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

Workable

On the flip side, a beautiful careers page, positive online reviews from employees, and rich social media pages can give you bonus points, even if your brand is not widely recognized. In this case, a referral bonus could work as an incentive.