What VisionLink Solves

You need a value proposition compelling enough to draw top talent to your business. You need a compensation plan that encourages both short and long-term performance. You need to find a way to effectively share value with those who help create it. But your strength is building a company, not building pay strategies. And so you are perpetually dissatisfied with the results your compensation plan is delivering.

This is the problem VisionLink solves. We design performance-centered rewards plans that drive the outcomes you seek so you can spend your time executing a business growth strategy that will create the future company you have envisioned.

Envision

We help you envision the pay philosophy and strategy you will need to drive the performance and outcomes you want.

Create

We help you design the specific pay plans you will need to fulfill your rewards philosophy and strategy.

Sustain

We ensure your employees will sustain their focus on the performance you expect by helping you reinforce how that performance will be rewarded.

Your Compensation Experience

VisionLink’s aim is to resolve, fix or improve the current experience you are having with your pay strategy. Your compensation offering might not be securing the kind of talent you want because it simply is not compelling enough. Or perhaps your incentive plans are out balance or your salary structure not up to date—or both. It could be that your employees are not having a good experience with your value proposition and it is hurting your employer brand.

In each case, you need help developing an enduring solution to the problem or priority you face. With that in mind, we tailor our engagements to the kind of compensation experience you are having.

The Strategy Experience

If your pay strategy is incomplete and needs additional pieces to become more compelling, then you fall in this experience category. This means our work will likely focus on helping you construct the right incentive plans—ones that drive the results you’re looking for. Perhaps right now you pay an annual bonus but have nothing that rewards long-term performance. Or maybe your annual incentive plan is ineffective and needs revision. Hey, you may have no value-sharing plan at all!

If your compensation plan has missing pieces, our goal is to ensure your rewards offering becomes complete, compelling and competitive.

Learn more about how VisionLink helps with your Strategy Experience.

The Structure Experience

Many organizations have built their pay offering one piece at a time over an extended period. When this happens, sooner or later leadership realizes its ad hoc approach has created what amounts to compensation “chaos.” There is no rewards philosophy guiding decision-making and no systems or processes for envisioning, creating and sustaining a comprehensive and cohesive pay strategy. We consider businesses in this condition to be having a negative pay structure experience. Many in this camp engage us to help them build a Total Compensation Structure and process, then to design or repair the specific rewards plans they need.

When compensation disorder is the issue, our goal is to ensure you end up with the right systems, processes and measures to build and maintain a highly effective pay offering.

Learn more about how VisionLink helps with your Structure Experience.

The Brand Experience

Businesses sometimes find they are not getting “credit” for the generous value proposition they offer. In other words, employees are not fully appreciating the financial opportunity their employer is providing. As a result, there is little "line of sight" created and the employer brand is not benefiting from the superior experience employees have been offered. This prevents a high-performance culture from fully taking root.

When you have a disconnect that is impairing your employer brand, our goal is to ensure your employees gain clarity about the connection between the vision of the company, its business model and strategy, their role and what’s expected of them, and how they are rewarded for fulfilling those expectations.

Learn more about how VisionLink helps with your Brand Experience.

Strategy Experience Use Case

Your compensation plan is missing some key elements resulting in a value proposition that is not compelling. You want a pay offering that both attracts top talent and motivates your present workforce to perform at a high level. VisionLink helps you determine what pay components you will need and then provides a comprehensive design process to produce them.

Structure Experience Use Case

Your compensation plan is ad hoc, lacks continuity and drives no real return on your rewards investment. You want an effective structure and process for envisioning, creating and sustaining a high-value pay strategy that more than pays for itself. VisionLink helps you build a Total Compensation Structure that enables you create and manage a comprehensive rewards plan that is agile, stable, enduring and self-financing.

Brand Experience Use Case

There is little line of sight in your organization, so employees have a diluted impression of your employer brand. You want to generate greater enthusiasm for your value proposition and effectively communicate the Total Rewards experience you offer. VisionLink helps you create a strategy to promote and reinforce the financial partnership you have created for your people.

Over the past several years, National Technical Systems has engaged VisionLink to provide insight and direction on a number of executive compensation issues, as well as a performance evaluation of our401(k) plan. Under its direction, NTS completely revamped executive level rewards to align with our business growth objectives and the strategic plan of the company. VisionLink’s insight and direction have been invaluable. NTS has achieved its growth objectives and our executives feel appropriately rewarded for their performance.

Bill McGinnis, President/Chief Executive Officer

National Technical Systems

VisionLink Blog

How Many Incentive Plans Should Your Company Have?

If you lead a business, that can be a difficult question to answer. Should you have both a short-term and a long-term incentive plan? Should each be the same for all employees or should they differ? If the plans are different, what distinguishes them? And how are participates for each plan determined? I could continue, but you get the idea. If you aren’t careful, you can get carried away in your approach to rewarding performance—and end up...