For any business, the fourth quarter of the
budget year is never easy. Regardless of
industry, companies push hard in the
remaining three months to attain their
financial targets, performance goals, and
milestones. At the same time, companies are
in the planning stages for the next year. New
products, customer churn, financial targets,
and compensation planning go through detailed
analysis to ensure improvement for the
following year.
One of these areas that gets a high level of
analysis and attention is compensation
planning and specifically executive
compensation. At this time of year, owners,
management teams, and Boards spend countless
hours designing and discussing how to create
an effective executive compensation program
that will drive business success, improve
shareholder value, and motivate executives to
reach their goals/milestones.
No doubt executive compensation is
complicated. In an effort to help provide
insights to companies as they design their
executive compensation programs, I moderated
for the Eastern Technology Council at their
Business Building BootCamp in September a
panel discussion on "How to Design an
Effective Executive Compensation Program."
The whole purpose of this discussion was to
provide companies with a road map on the
things to do and how to get them done as they
create an executive compensation program for
their company. If you are interested in the
workbook from this meeting, it's available on
the resources
page our website.
If Human Capital Consulting Partners can help
you with your executive compensation needs or
other people issues, contact us at
info@hccpartners.com or 215-244-8110.
Sincerely,
Jim Geier
Human Capital Consulting Partners
phone:
215-244-8110