Situation: A CEO wants to build additional incentives into the company’s compensation plan. The objective is to add group incentives to the pay mix – to focus more attention on group performance rather than just company goals. How do you create an incentive-based compensation plan?
Advice from the CEOs:
- The best policy is to be upfront, open, and transparent as the plan is presented.
- Communication is the key to success, including the following bullet points:
- Pay starts at a base which is 75th percentile – a generous base in our industry.
- Group bonuses, which reflect the results of the group’s efforts, allow you allow to reach the 90th percentile or higher.
- On top of this, profit sharing enables the addition of 10-20% of your base.
- Altogether, management thinks that this is a generous package. The difference from the old system is that employees will be rewarded for making decisions which will benefit the group as well as the company – and you will be generously rewarded for this.
- Once plans are communicated to employees 1-on-1, reinforce the message with a group presentation and open discussion at monthly company meetings.
- Consider: significant changes in compensation may be best taken in small rather than large increments. Start with small incremental adjustments. If these are effective proceed to larger increments on a planned and open schedule. This is particularly true if the historic culture has been that we all win or lose together.
- A downside of rewarding by team is that some will get rewarded for producing minimal results. Consider some percentage of discretionary payments to recognize and reward effort instead of pure parity within the team.
- Consider longer-term results within the payment scheme – not just quarterly results.
- People need to know that they are accountable. Let them know that a 75% base is reasonable but that the significant rewards will be for producing results above this level.