If you lead a growth-stage private company, you likely feel pressures to provide a value proposition that attracts impact players but find yourself caught in a cycle of incremental budget approval for your compensation plan each year. “Take last year’s budget and add 5%.”

 

The result is a reactive compensation approach—a higher salary here to secure talent, a discretionary bonus there to reward extra time spent; meanwhile there’s still no long-term incentive plan that locks in high impact talent.

 

Sound familiar?

 

The dangers here are often hidden until it’s too late. Fixed costs rise, rewards for high and average performance begin blending together, and your best people start looking for opportunities where their upside is more clearly tied to their value contributions.

 

We want to talk about how to fix this.

 

 

In this CEO Solution Lab, we’ll talk about how to create a compensation strategy rooted in a value-creation, value-sharing philosophy. This approach allows you to provide significant upside rewards for high impact talent while ensuring all rewards are self-financing. Both shareholders and employees end up happy.

 

In short, we want to show you how to “have your (compensation) cake and eat it too!”

 

Please join us!