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Providing an overly generous policy can set a dangerous precedent of inflated payout expectations and can also lead to financial strain on the organization.

It’s relatively simple for us to apply the transparency law requirements in any jurisdiction as the laws evolve because we put them on top of a consistent set of national practices for managing pay.

Sales leadership faces a unique set of challenges today, including higher interest rates, talent scarcity and lagging digital transformation — all of which threaten to weigh down enterprise growth rates this year.

May an employer set a mandatory retirement age for employees?

Performance equity provides additional upside and/or downside leverage to traditional equity incentives based on set performance goals.

Working with management, boards have to sort through all of the noise — opinions, ideas and information — and make rational, informed decisions about how to set priorities, allocate resources and make investments.

Many sales managers refer to this process as “setting quotas.”

;Primary performance measure was set at 60% weight and recurring revenue performance measure was set at 40% to motivate sales salespeople mindshare to service, consumables and reagents sales.; The company provided intensive training and communication materials to educate and engage the sales force on the new plan.

You can download a graphic report of findings, a summary analysis of the trends or a short quiz that you can use to start productive goal-setting conversations in your organization.

Nearly 40% of respondents took one or more actions to address incentive plan goal-setting challenges, such as delaying the timing to finalize goals, widening performance ranges, and adding or increasing the emphasis on relative metrics.; ;Most respondents are not planning significant changes to incentive plan designs for 2026 or the short-term incentive (STI ) performance mix or long-term incentive (LTI) award vehicle mix.Most also have not made changes to equity grant practices in response to stock market volatility or proposed shareholder advisory group policy changes.; ;Among respondents with incentive cycles ending in 2025, most (roughly half for STI and 60% for LTI) do not currently anticipate the use of discretion, with one-third taking a “wait and see” approach.