What is the best approach for us to determine employee performance bonuses?
How can I create a fair commission structure for advertising sales or association memberships?
For the past year, our company has had a secret profit-sharing program that includes 30 to 40 percent of the employees. The program was kept secret by order of the company president. Recently, some of the employees not receiving the bonus learned of the program and are threatening to quit and go to work for some of our competitors. We would really like to keep most of our employees. How should we handle this? What are the potential pitfalls of having this kind of program, and what can we do at this point for damage control?
In some companies, stock options are on the way out, and restricted stock awards are on the way in.Read More
A 2003 PricewaterhouseCoopers human resource services survey shows that 15 percent more companies use restricted stock than in 2002. Switching from options to restricted stock is not necessarily all that easy to pull off.Read More
Despite a sluggish economy, stay bonuses are more popular than ever. But if they're not used right, they can pay off in low morale and additional turnover.Read More
A chart showing how long companies require employees to be working for them before the employees are eligible for retention bonuses.Read More
Should audits of executive compensation be required?Read More
Human resources failures helped former WorldCom CEO Bernard Ebbers enrich himself at company expense. But the problem wasn't unique to WorldCom. Human resources executives should show some backbone, and just say no to overblown CEO compensation packages.Read More
One consultant's take on Richard Grasso's $187.5 million pay package.Read More