Executive compensation is one of the primary tools that a CEO uses to drive his or her organization. It sets an overall tone, creates a level of urgency, establishes accountability, delineates priorities, underlines what is important, and establishes rewards and consequences for performance.
In essence, executive compensation balances corporate and business unit financial performance with a corporation’s ability to reward, retain, and attract top management talent.
At The Delves Group, we work with senior management and boards of directors to:
A company and its shareholders are ultimately ill-served if executive compensation focuses too much on the question of “how much” to pay top executives, rather than on how best to motivate and reward broad management teams for meeting tough performance standards that build sustainable shareholder value.
In addition to working with public and private going concerns, we often work with companies involved in a financial transaction (mergers and acquisition, IPO, and spin-offs) or a turnaround (restructuring and bankruptcy).
There is no such thing as “ideal” executive compensation and performance measurement framework. What works for Boeing does not necessarily work for Microsoft. Instead, there are a series of decision points that need to be considered including firm culture, its managers, and its positions in the Company business life cycle. As such, our executive compensation offerings include:
Read our case studies to learn how The Delves Group has helped companies follow more effective compensation practices.