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In the September 2015 issue of WorldatWork's Sales Compensation Focus newsletter, Radford's Scott Barton discusses how HR can be more involved in maximizing sales force effectiveness and productivity through three key areas of talent management.
Published: September 2015 Read Article ›
Our latest study of shifts in compensation plans before and after technology and life sciences go public reveals interesting insights into pay strategies and reflects perceptions of good governance in the public markets.
Equity overhang rates at recently public companies are a clue to the overall health of equity compensation programs. Our five-year study provides valuable insight on how overhang levels shift as companies transition from a private to public company.
In the July 2015 issue of WorldatWork's Sales Compensation Focus newsletter, Radford's Scott Barton discusses what to consider when setting pay mix for job levels and how the ratio of guaranteed to at-risk pay influences quota achievement and total target compensation.
The recent drop in the stock market created by global economic uncertainty can drive up volatility assumptions— resulting in a greater cost to companies' equity plans. We explain alternative methodologies to mitigate this risk that can help offset the impact of market volatility and ultimately reduce the cost to companies.
A complete corporate restructuring like Google's creation of a new holding company would normally trigger peer group changes. However, companies that list Google as a peer for their equity performance plans may want to rethink making any changes.
Published: August 2015 Read Article ›
One of the biggest challenges for large, multi-national companies' sales operations is executing on an effective global account strategy. However, aligning different territories around a common global goal can be challenging, and having the right structure in place is tantamount to executing on your sales strategy.
Sales force turnover is on the rise in many key global markets. In the US and UK, voluntary turnover is at a five-year peak. This is forcing forward-thinking HR and sales leaders to use creative preemptive measures to retain top sales talent.
All private companies in the technology and life sciences sectors struggle with how much equity to grant employees. As companies prepare for an IPO, stock plans fall under greater scrutiny. We take a look at how well companies are managing their equity programs based on factors such as the age of the company and level of outside investment.
The SEC's final CEO pay ratio rule as adopted earlier this month has some key departures from the proposal, including a delayed implementation period and flexibility on calculating median employee pay.
The inaugural article in our new Data Digest series explores a distinct but little talked about way that technology and life sciences companies are different in their design of long-term incentive plans. Data Digest explores the latest trends in Radford's extensive data from across the world.
Published: July 2015 Read Article ›
While we know life sciences companies deliver a larger mix of equity incentives compared to many other sectors, our recent workforce trends survey revealed they are also more likely to benchmark their long-term incentives above the median compared to all other forms of pay. That's having an impact on actual award value in many of the major global markets.
The wave of tech companies that went public in the 1990s with an emphasis on employee equity are seeing more and more of their employees reach retirement age. Against that backdrop, companies are facing a tough decision about what to do about unvested shares — and the decision isn't an easy one.
The biotech industry is experiencing its own renaissance in the Nordic region, but differences in executive compensation practices compared to the US could present recruiting challenges. To attract biotech talent from abroad and comply with increasingly vocal investor activists, Nordic firms may want to consider making key changes to their equity plan design and pay mix.
In this report, Radford examines five years of say-on-pay voting results for the life sciences sector compared to the broad Russell 3000. We also review the influence of proxy advisors, industry performance and top governance concerns.
In this report, Radford examines five years of say-on-pay voting results for the technology sector compared to the broad Russell 3000. We also review the influence of proxy advisors, industry performance and top governance concerns.
In preparation for an upcoming IPO, one of the most important considerations for compensation and HR professionals is evaluation their employee equity incentive plan— which is strikingly different for public vs. private companies. In this article, we outline the top five areas of equity plans for employers to consider as they prepare for a public offering.
Designing effective equity programs is one of the most important roles for human resources and compensation professionals. But before companies can design an effective equity program they need to gather market data and have a common methodology for valuing that data.
Historically low interest rates won't last forever. Compensation professionals that understand the effects that the inevitable increase in risk-free rates will have on equity compensation valuations will be ahead of the game.
Biotech companies have higher salary increases compared to the general life sciences sector and have increased their target cash positioning. This has allowed companies to keep voluntary turnover at bay and attract new talent to fuel their rapid growth. Our article examines the latest data for the red hot biotech industry.
Published: June 2015 Read Article ›
How fierce is the competition for technical talent? Well, our latest research shows that technology companies now set the bar higher for engineers than executives, targeting pay levels above the market 50th percentile for technical roles more often than for executive officers. Read our latest report to learn more.
Published: May 2015 Read Article ›
The SEC has issued a long-awaited rules proposal on how companies should disclose the alignment between executive pay realized in a given year relative to total shareholder return. We expect the proposed rules to have special implications for our clients in the technology and life sciences sectors.
As corporate valuations climb, so too does the value of unvested equity awards. This makes it harder to recruit talent and drives demand for larger and larger new-hire equity grants. In our latest article, we unearth a little known pay metric to highlight the dramatic uplift in new-hire equity award sizes over the past five years.
Published: April 2015 Read Article ›
Our recent article on sales force turnover at software companies turned a few heads and prompted a number of interesting questions from readers. With those inquiries in mind, we decided to dig deeper and explore the potential impact of sales rep turnover on revenue goals, as well as turnover rates across key US regions.
Voluntary turnover among sales professionals at technology firms is rising, with the highest rates at software companies. A number of factors are contributing to the increase: an improving job market, demand for cloud-based selling experience, and a growing field of innovative products. HR managers shouldn't feel defenseless, though. Find out what you can do to stem the turnover tide.
Most companies have sales commission accelerators in place. However, few are well-equipped to know if their accelerators are optimized to meet business needs. In this article, we explain how a data-driven approach can be used to design accelerator programs in-tune with both market trends and sales team performance.
Valuations for life sciences companies continue to soar, boosting stock prices and outside investment. For employees, the good news does not end there— annual incentive payouts are also on the rise. However, as above-target payouts become more prevalent, companies may want to consider raising the bar.
Published: March 2015 Read Article ›
The number of shareholder proposals calling for bans on the acceleration of equity after a change-in-control is on the rise. So, too, is shareholder support for these initiatives. Radford's recent survey of severance practices at technology and life sciences companies shows that equity acceleration is still the norm, but policies in this area are slowly evolving.
Our clients in the technology and life sciences sectors share many traits in common: they are innovative, they grow fast, and they need to be flexible. These traits demand a new approach to global job leveling, one that easily scales as companies mature and also evolves as firms add or acquire new types of talent.