Practical Tools for Fighting Short-Termism in Your Executive Pay Plans

Compensation committees must balance wanting to reward executives for adding value to ongoing operations despite external setbacks, with maintaining alignment to the shareholder experience and the integrity of the incentive program.

It would be prudent for companies to look closer at their equity grant practices and policies and, where they have not done so already, adopt policies providing for grants during “open windows.”

Non-tech companies often need help when hiring and keeping tech-savvy talent. Semler Brossy’s leadership group recently discussed what strategies non-tech companies could use to build their tech organization.

Many companies are facing significant challenges developing and implementing compensation programs for 2023 owing to market volatility and continued macroeconomic uncertainty. Retaining your best talent may require adjusting for market volatility.

Economic headwinds and volatile markets have significantly affected fiscal year 2022 (FY22) incentive plan outcomes in the retail sector. This uncertainty has led retailers to evaluate both minor adjustments to and wholesale redesigns of FY23 incentive plans.  

Private companies and private equity- or venture capital-backed pre-initial public offering (IPO) companies fall at one end of the governance and compensation spectrum.

We answered several common questions that have arisen as companies prepare for the Pay vs. Performance Disclosure (PvP) requirements.

As companies finish the 2022 compensation season and prepare for 2023, we highlight top-of-mind topics for compensation committee members, questions to ask, and related resources.