Series: CUES Webinar
Numerous CEO shifts this year directly impact potentially outdated compensation philosophies related to creating a rewards package to retain and reward a newly hired or promoted CEO.
Unfortunately, CEOs are often unsure of their performance metrics, short-term incentives, long-term incentives, and retirement package a year or more after they assume a CEO role. The impact is a lack of clarity on success factors between the Board and CEO, which inevitably transfers and translates to a less-than-adequate clarity of priorities and actions within the executive and management ranks.
The best outcome is a strategically oriented compensation philosophy and game plan to align performance expectations and compensation components to the needs of the organization in an effective and expeditious manner.
