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I like envisioning pay transparency using the idea of windows. There is a great reason we created windows many ages ago. They let light in. They allow us to look out. They can be designed to let in the fresh air, and they can provide coverage for those things not meant for the eyes of others.
Companies love equity compensation. We often use it without understanding its cost. We also use it without understanding its tangential impact. As it turns out, there has been a ton of research over the past 20 years, much of it invisible to most compensation professionals.
This is why emotional ownership is where you should start. You don’t need a new compensation plan to create the spark of ownership (although it’s a good idea.) You don’t need people to understand the mechanics of their plan for the plan to have a impact (although it certainly helps.)
Data that is hard to gather is often made a low priority. For example, we seldom see the details behind incentive plan terms, conditions and features. When data is messy, it may be avoided because the final report is simply too hard.
Provide the right tools. Any person who has built an IKEA product has extra parts in their house. This is intentional. More importantly, the Allen wrench for each product is custom fit to ensure it rotates smoothly with a minimum of scraped knuckles.