The goal of any executive compensation program is to align pay with performance. Management and Boards strive to achieve that alignment through careful plan design and by selecting equity vehicles and performance measures that are most appropriate for their company and their industry.
However, stock options will always present an inherent degree of risk. Stock markets fluctuate, and the global economy can impact the value of your employees’ stock. Facing this uncertainty is less than ideal when the reality is that a stock market correction can result in your long-term financial-based performance goals could becoming obsolete in the first year.
Companies that fail to account for market uncertainty may find themselves facing a failure of alignment between their stock’s performance and the intended benefits of long-term incentive awards which ultimately is the primary purpose of employee ownership.
Fortunately, there are best practices in plan design that companies can incorporate when faced with market uncertainty. This webinar focuses on these practices, and how they can make your plan design robust in the face of turbulent stock markets.
Topics covered include;
- Stable value awards
- Unstable value awards
- Responsive awards
- Approaches to mitigate the impact of higher market volatility
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