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That’s enticing to me.”

“If some workers have been ‘quietly’ promoted while others have been [actually] promoted, then you could have a real problem with someone saying, ‘You’re not treating me fairly and consistently with others,’” he said.

However, an average of only 63% of that 10% pool (or 6.3% of TSO) was distributed to executives and other key participants at or near the time of investment — leaving 37% of the pool available for future grants.

Rossi: The answer varies significantly by industry, customer type — such as business-to-business versus business-to-consumer — and sales role, but some fairly common tactical sales compensation changes that may last in the long term include simplifying plans to two measures (three maximum), to enable agility with less to analyze/change, ensure better administration, and reduce goal-setting pressure and workload for sales operations as well as sales.

Experts offer advice on analyzing plan value and SECURE 2.0 Act provisions.

The survey results, which used data analyzed by Equilar , included pay data for 344 executives at S&P 500 companies who have served at least two full consecutive fiscal years at their companies, which filed proxy statements between Jan. 1 and April 30.

By analyzing responses collected through a series of live interviews with chief human resources officers (CHROs) and TR directors from leading Global Fortune 500 organizations, Mercer identified three strategic essentials for rewards leaders to help them transform into successful “performance architects.”