A recent study by LinkedIn cites that 60% of employees are waiting for the pandemic to be over before seeking a new position.

With Covid rates declining in many areas and vaccines becoming more widely available, we are starting to see signs of this becoming a reality. Businesses are quickly reopening, and people are beginning to feel more comfortable leaving their homes and travel once again.

If you’ve been with your company a while this may mean a small pot of gold at the end of the rainbow. Of course, SPACs are unusual, so yours will seldom end as quickly as finding the mythical leprechaun’s fortune. Let’s cover the last few unique hurdles and get on to the good stuff.

Our sales compensation solutions usually focus on the “close”. Sales people receive minimal incentive to inspire the old clients to new heights. Your best sales professionals know this and fill the gap. But your lower tiers of sales may need some help. Compensation plans can be a great way to communicate the importance…

Here are some good considerations when you are hiring a consultant…

Equity, as a compensation tool, is a finite resource with an infinite value. There is only 100% of your company. Only a fraction of that amount can be used to compensate employees. When that approved fraction is gone, it may not be possible to use equity as a compensation tool any longer. This challenge has always existed, but it has worsened over the past several years.

The upcoming year of hybrid work, returning to a new version of an old normalcy, becoming good at paying and rewarding remote workers and so much more will challenge all of us.

When granting equity compensation, take the time to understand the purpose of the awards and how your grant details, practices, and data contribute to or hinder your long-term success. Take the time to educate managers of the additional responsibility they have in managing their staff to their awards. Ensure your processes do not undermine the hard work you are putting into correcting DEI issues. Remember that equity compensation is missing more than it includes. Things reported as trends are probably only things a few very visible companies are doing. Best practices are just the most common way of using equity, not the best use for your company.