Taking the Long-Term Approach: How and Why More Companies Are Linking Long-Term Performance to Compensation
With large companies facing ever-increasing scrutiny over how much they pay executives, but with overall executive pay still rising in the Say-on-Pay era, many companies are looking to the long-term.
But why are they doing so? Clearly, long-term evaluation can be beneficial for both employer and employee: the employer is locking up precious talent, while ensuring that what they pay their executives is commensurate to the company’s overall success; the employee is still handsomely rewarded for his position, and with the added desire of wanting to see the company succeed.
There are, however, some important things to consider if you are negotiating a long-term performance compensation package:
1) Make sure the company shares the same goals as you.
2) Is the compensation package fair and achievable? Are some of the targets unattainable?
3) Consider the business model and life cycle and determine what the exact length of the “long-term” package should be.
4) Can you envisage yourself still working at the company in 5, 10 or even 15 years?
So, while a long-term deal can be beneficial for both parties, make sure you understand the terms and ramifications when agreeing a long-term compensation package. If you have any questions, you can contact us at Gordon Law Group.