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Concept 1: Have a Laser-Focused Compensation Philosophy Before compensation targets and financial and non-financial metrics for incentive programs can be set, a compensation committee must adopt a compensation philosophy that drives the program’s overall structure.

Grayson Morris CEO Performio Grayson Morris is CEO and Board Member at Performio, with deep experience building and scaling sales compensation solutions across hundreds of customers in dozens of industries.

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.

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.

This understanding can aid alignment with shifting regional, product or customer requirements. 5.

Explore Lower-Cost Methods of Providing Prescriptions Some employers are considering lower-cost alternatives such as drug discount cards, direct-to-consumer prescription delivery and compounded GLP-1 medications (custom-made alternatives to brand-name drugs that contain the same active ingredients).

“These agents can interact with customers, find potential clients and engage with clients early on in the sales process,” she explained.

Relatedly, we should understand that not everyone has the same set of preferences as to how and when they communicate.

Impact Unleashed: Member and Customer Success Stories Tammy Peet-Sass Director, Total Rewards and HR WorldatWork Member Since: January 1991 Tammy Peet-Sass manages Executive Compensation for a global consulting firm, working out of Kansas City.

These tools provide instant feedback to sales representatives, enhancing communication skills, customer interactions and overall sales performance while also evaluating product knowledge and soft skills.