Design Elements are a core mechanism to enable pay-for-performance.
When designed effectively, they inspire desired behaviors, encourage innovation, sharpen focus on results, and ensure both success and setbacks are shared. We create new design approaches or review existing plans with regard to company context, governance, and market standards covering all forms of performance awards, from short- and long-term incentives to sales commissions.
Design Elements
Design Elements
Our Services
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Compensation philosophy and strategy
Developing the guiding principles of compensation aligned with culture and strategy. Setting objectives and shaping desired behaviors, while ensuring compliance with regulation and market best practices.
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Short- and long-term incentive plans
Designing, calibrating, and implementing STI and LTI plans for all management levels aligned with corporate strategy, regulatory frameworks, and market standards.
Defining key design features (eligibility, grant policy, instruments, vesting, clawback, etc.), determining ambition levels through our outside-in methodology, and supporting disclosure and stakeholder engagement (e.g., compensation reports, AGM communication).
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Employee participation programs
Creating and implementing participation programs such as equity-based schemes, phantom shares, SARs, RSUs, ESOPs, and more.
Defining program objectives, selecting participants, analyzing costs and tax implications, ensuring internal communication, and supporting partner selection for program administration.
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Success participation
We define success collectively by setting relevant KPIs and conditions. We help determine value-sharing for bonus pools, balancing dividends, retained earnings, and taxes. We establish allocation mechanisms that reflect individual contributions and design payout structures linking short- and long-term performance. Performance management becomes a leadership tool to foster continuous dialogue.
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Incentive plans for start-ups
Supporting start-ups throughout their life cycle from foundation to exit by designing equity-based and virtual participation programs, managing communication, and assessing tax implications to ensure employee appeal.
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IPO and M&A related incentive plans
Managing executive change-of-control arrangements, retention issues, and award conversions in IPO, M&A, or spin-off scenarios while shaping the future compensation landscape.
Addressing pre- and post-IPO issues from governance and compensation to communication. This includes reviewing charters, designing post-IPO LTIs, and preparing compensation-related prospectus sections.
HCM Insights
Publications
Viewpoint
Die Symbiose von Unternehmenserfolg und Mitarbeiterengagement.
Media
Langfristige Vergütungspläne sollten unternehmensspezifisch entlang der Kultur und Strategie ausgerichtet werden.
Media
What are effective measures to implement «Skin in the Game»?
Viewpoint
Die Symbiose von Unternehmenserfolg und Mitarbeiterengagement.
Media
Langfristige Vergütungspläne sollten unternehmensspezifisch entlang der Kultur und Strategie ausgerichtet werden.
Media
What are effective measures to implement «Skin in the Game»?
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