companies wonder whether there is a way to tie a long-term incentive to the
value of the company without giving away equity. The answer is yes and the
solution is Phantom Stock. This concept has become the answer for many company
leaders who feel reluctant about sharing stock but feel equally strong that
their key people should participate in the value they help create. Our upcoming
webinar will describe how phantom stock works and why it has become such a
valuable solution for so many. Whether you have a phantom stock plan now or are
just considering whether it would work in your circumstance, you will not want
to miss this event!
webinar, you will learn:
a phantom stock plan works
- The difference between
phantom stock options, “full value” phantom stock and a performance share plan
- When a company should
consider implementing a phantom stock plan
to measure the impact of phantom stock on company equity growth
a phantom stock plan can increase engagement and build an ownership mindset
- The three fatal mistakes of
a bad plan design
- How to build a great plan (including
a sneak peek at VisionLink’s proprietary plan design engine!)
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Most business leaders
instinctively know there should be a relationship between what they pay key
people and how those individuals perform, but they don’t know the best way to
construct plans that reflect that philosophy. With that in mind, this month’s webinar
will highlight real VisionLink clients that have adopted a pay for performance
approach and had success. You’ll see what problems they faced and how they went
about addressing them in their approach to compensation. If this is an issue
your company deals with, you will not want to miss this webinar broadcast.
Register Today >>
Find out how VisionLink suggests setting up your pay strategy so the organization doesn't need to reinvent their pay programs every year. You won't want to miss this valuable presentation. Sign up today!
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If you are a business owner, you likely relate to the sentiment expressed in the headline above. The figure may be bigger or smaller in your world, but the question is the same. Knowing how to measure the return on productivity is critical for any business trying to develop a pay for performance environment. And a pay for performance culture is essential for any business seeking to achieve breakthrough growth. If you want to learn how to measure the results you are achieving through your compensation programs..and how to get more…you will not want to miss this presentation.
If you are a bank owner, you likely relate to the sentiment expressed in the headline above. The figure may be bigger or smaller in your world, but the question is the same. Knowing how to measure the return on productivity is critical for any bank trying to develop a pay for performance environment. And a pay for performance culture is essential for any bank seeking to achieve breakthrough growth. If you want to learn how to measure the results you are achieving through your compensation programs..and how to get more…you will not want to miss this presentation.
Is it Possible to Sustain Results while Reducing
the Pay Budget? That’s a leading question — no doubt about it. However, it’s really one of the core issues any business leader struggles with. It has to do with balance. How does a company make sure it is not overpaying for the productivity level it needs or hasn’t misallocated its rewards investment in a way that doesn’t drive the most productive outcomes? If a company wants to get sustained results, it needs a productive workforce. View this webinar to discover why paying more doesn’t necessarily mean getting more — and how to approach compensation in a low-cost, high payoff way.
One of the “filters” through which the effectiveness of a pay plan should be evaluated is problem solving. Every strategy should be assessed, in part, in terms of the problem it will help resolve. Too often, compensation solutions that are put in place create behaviors or outcomes that miss the target in solving key barriers a company is facing or, worse yet, create a new problem that didn’t exist before a given pay strategy was implemented.
In this webinar, you will learn:
- What kinds of problems compensation should help a company solve
- How to avoid creating negative unintended consequences with your compensation programs
- What criteria will ensure your plan is “fair and balanced”
- What it means to have a pay strategy that drives growth instead of inhibiting it
- How to measure whether your compensation strategy is “successful”
Tax rates are up. Virtually no one is excluded from the impact of these increases, but your key producers are particularly vulnerable. As a result, you have a window of opportunity to institute compensation strategy changes that will not only help diffuse the impact of higher taxes for employees, but will benefit the company and its shareholders as well.
In this broadcast, you will learn:
- Specific pay plans that help eliminate or defer taxes for high income employees
- Why deferred compensation is being reconsidered or re-instituted by more and more companies
- What types of “value sharing” plans are best suited to a high income-tax environment
- How to ensure pay strategies minimize taxes and drive business growth at the same time
- Subtle tactics that add up to meaningful tax savings over time
Success is a difficult thing to measure for most organizations when it comes to compensation issues. And because of that, they don’t know where to begin in evaluating what alterations or improvements need to be made in their pay strategy or structure. As a result, too many end up making changes that do more damage than good. If you want to avoid making that same mistake, tune into this broadcast and learn what success factors you should apply in measuring how your pay strategies are performing.
In this webinar you will learn:
- The proper role of compensation in an organization
- What it means to build a Total Compensation Structure
- How to determine the success of your salary grade structure, bonus plan and long-term incentive plans
- How to evaluate whether your current pay strategy drives or hinders performance
- What to expect compensation to help your business achieve and what you should not expect