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Key Questions

Key Questions Issues to Consider When Preparing a Compensation Philosophy Statement What drives profits and value in your organization? What is your profit formula (i.e, your business model)? How do you currently define value creation?... View Article

What it is

Compensation Philosophy Statement All organizations need to think through a core philosophy that guides how its leadership makes compensation decisions and what the company’s rewards strategy will be.  That pay philosophy is formulated by company... View Article

Sample Statement

FoxHill Compensation Philosophy Statement (Sample) FoxHill compensation philosophy has one overarching goal: rewarding employees for driving outstanding business performance. This goal will be accomplished by rewarding exceptional performance with above market compensation when outstanding business... View Article

Value Sharing Increases Shareholder Value

A common concern of business leaders about making increases in compensation is affordability. This is especially true of incentive plans. The assumption is that “costs” will go up if an annual bonus or some type of long-term... View Article

By Ken Gibson

Share Value Instead of Paying “Incentives”

Why do you choose to pay bonuses—and what do your employees understand the reasons you pay them? Many employers pay bonuses at the end of the year because: (a) everyone else does, (b) they’ve always done... View Article

By Tom Miller

4 Rules for Balancing Salaries and Incentives

If you run a business, you want to pay people the least amount possible while still achieving maximum performance, right? You also want your employees to have an ownership mindset and be effective stewards of the outcomes their role... View Article

By Ken Gibson

Getting Incentive Plans to “Work”

Much has been written about incentive plans in business and whether they really make a difference.  Critics argue that money is not a motivator and that you can’t pay people to perform.  Fair enough.  I don’t... View Article

By Ken Gibson