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Despite individuals’ best intentions, these types of unexpected situations consume time and energy while creating anxiety and disruption — much of which spills over into the workplace, where employers can least afford it.

I usually design the pieces myself.

As a first step to examine whether customer success should figure into incentive design, answer these three questions: How important is customer success to the sales organization?

Be Prepared with Comp Solutions , Workspan Daily article;Sales Comp Considerations: Choosing Between Individual, Team Measures , Workspan Daily article;Sales Compensation Plans Work (When They Are Designed Correctly) , Workspan Daily article;The Power of Pay-for-Performance Sales Compensation Plans , Workspan Daily article; When does it make sense to transition your sales compensation strategy from a simple flat commission rate to a more complex quota-based plan?

.; ;Designing approaches that withstand scrutiny and still move the dial.; This “distributed ownership” model doesn’t remove HR from the equation; it elevates HR into the role of architect and challenger.

As with compensation, these types of benefits may trickle down to nonunion workers.

;Full time: Annual compensation with base salary, cash incentive pay and equity pay (either designed like or unlike those for the CEO, depending on role definition and alignment objectives).; ;Reduced time: Lower annual compensation with base salary and equity pay structured like a non-executive board member.; ;Unpaid/unvested awards continue to be earned or vested while the executive continues employment.; ;New awards in the new role are tailored to the responsibilities and expected tenure in the executive chair or strategic advisor role.; Strategic advisor as continuing employee Compensation structure is informed by the expected time commitment.

.; ;Regularly assess the organization’s plan design and the effectiveness of touchpoints such as landing pages, apps or communications.; ;Incorporate plan features that foster participation and continued engagement.; ;Find new and innovative ways to engage and communicate with every generation participating in the plan.; “I recommend that employers reassess their record-keeping relationships from the employees’ point of view to ensure that both the services provided and the way they are delivered align with the organization’s goals and expectations,” Reed said.

Justice is a type of fairness and must recognize and respond to discordant views (e.g., equality, equity) of myriad stakeholders (e.g., employees, government, stockholders) to optimize actual and perceived pay equity.

For WorldatWork Members ;20 Tips for Designing Inclusive Family Care Benefits , Workspan Daily Plus+ article; ;Bullying & Sexually Marginalized Workers: A Threat to the Employee Value Proposition , Journal of Total Rewards article; ;Taking Progressive Steps in Gender-Inclusive Benefits , Workspan Magazine article; ;5 Minutes With ...