Now underway, our new ten-part occasional series of podcasts, videos and articles on incentives for business growth. Covering everything from salary benchmarking to managing compensation in times of change.
Whether its scaling up, dealing with economic downturns or navigating M&A, its important to understand how to adapt your remuneration strategy in response to change(s).
These examples represent some of the retirement savings options available for self-employed individuals and small business owners in the UK.
Employees are your most valuable asset, so let’s make sure they feel valued and recognised. This, along with your strategy, should be at the centre of your pay policy.
Benefits are hugely important for the attraction and retention of talent. In a nutshell, as a small to medium-sized company, you may have been offering heath cover and insurance, but is that what your candidates and current staff will be satisfied with?
ESOPs are a great form of variable compensation which can only be used in businesses of a certain size. We provide further information on how to set up and manage these plans in this section.
Legal requirements are constantly evolving when it comes to employee pay – keep up to date with legal and tax implications of various compensation strategies here at Rem.n.
The purpose of this article is to say: Contrary to accepted myth (that all senior pay is a waste of shareholder money) we can demonstrate that well designed and well communicated plans work.
The way people work has changed as a result of the pandemic – flexible working in some capacity is almost expected by employees. Check in to see how to develop flexible remuneration packages in line with market standards.
Pay equity can also be defined as equal pay for work of equal value. Therefore, if two people, irrespective of gender, ethnicity, religious views are contributing equal value to a company, those two individuals should receive equivalent pay.
Whilst offering competitive salaries is important in retaining and attracting the right talent, it isn’t the biggest piece of the pie which will ultimately pull or push people in and out of organisations....
Cost and value are two different things. Such a simple statement, but it hides an essential truth which is so often ignored when we look at company performance and weigh up management talent.
In 2022, over 90% of FTSE 100 have ESG performance measures in one of their incentive plans and over 50% of companies include carbon emissions reduction metrics. Has this been effective?
We have created a 2022 Supplemental CEO Index report which looks at only the current FTSE100 and re-calculates the Index over a 4 year period up to the end of 2022.
According to Chinese tradition, 2023 - the year of the Rabbit - should be calm and gentle. If you’re a Remco Chair, then you might be hoping fervently that this applies to the upcoming AGM season. In reality, you might just need more than the lucky rabbit
Published annually since 2012, the CEO Value Index aims to provide a unique insight into pay-for-performance. Our database allows us to understand how Remuneration Committees invest in their top executives, and the lessons learned.
Not surprisingly, our work in this area of remuneration and incentive design has grown at a rapid rate. The purpose of this article is to look at the implications of the ever changing digital world on incentive compensation design.