Searching Pondering Equity-Based Long-Term Incentive Plans on page 99

In general, I advocate that we should turn over as much responsibility and decision-making as we can to employees so that they are more engaged at work, can better customize their work time, place and load around the rest of their lives and, as a result, produce long-term, sustainable, high-level work for you.

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Nearly half of 309 health solutions decision-makers at employers, health plans and health systems are now using performance-based contracts — agreements that tie payment to specific performance metrics such as clinical outcomes, member engagement or financial savings — and the majority plan to use them in the next year.

According to Jen Fisher, Deloitte’s U.S. chief well-being officer, a path forward for employers will likely require a strong focus on delivering immediate impact but ultimately should shift toward a more long-term view — one that prioritizes people over profits.

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Employers should be working on their transparency plans if they haven’t already started, said Mariann Madden, North America pay equity co-lead at WTW.

Instead, it means offering clarity, coaching and visible pathways so ambition translates into long-term loyalty.”

In this way, employees can try out a role or a career path — or a boss — without making a long-term or full-time commitment, she explained.

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Sales operations leaders and other cross-functional stakeholders who participate in the incentive design cycle require a shared understanding of sales strategy, the compensation plan’s current performance and the potential changes needed to achieve prioritized company goals.