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So make them simple so that people can truly understand them.”

The answer is quite simple.

According to Blake, the solution may typically be a simple combination of education and access to information.

The sweet spot is a structure that’s simple enough to apply in day-to-day decisions yet detailed enough to support strategic goals.

Ensure that the event option: ;Is simple to understand;; ;Is tied as closely as possible to the persuasion event;; ;Aligns in-year pay with in-year performance (which reduces annuity payments based on persuasion that happened in previous years);; ;Minimizes financial risk; and,; ;Minimizes clawback situations.; To determine the correct crediting solution, it is important to understand how revenue is recognized for each product/solution, the seller’s influence on various crediting events, the time lag between different events, and any financial or clawback risk.

Instead, he advised, share information early, and continue to share it throughout the year in simple, bite-sized, personal ways.

Organizational Value Fowler encapsulated the view of many panelists with his simple assertion that pay transparency is not a fad.

“We may change this practice in the future, but for now we wanted to keep compensation simple.”

As long as the initial objectives were clear, it should be relatively simple to see the effectiveness, or lack thereof, of the program.

A Lack of Pay Transparency When it comes to compensation, many employees have a simple request: they want to understand they are being paid fairly.