�ݺ�ߣshows by User: TheVisionLinkAdvisoryGroup

�ݺ�ߣshows by User: TheVisionLinkAdvisoryGroup / http://www.slideshare.net/images/logo.gif �ݺ�ߣshows by User: TheVisionLinkAdvisoryGroup / Fri, 13 Nov 2020 20:42:52 GMT �ݺ�ߣShare feed for �ݺ�ߣshows by User: TheVisionLinkAdvisoryGroup 5 Expectations CEOs Should Have of Their 2021 Pay Strategy /slideshow/5-expectations-ceos-should-have-of-their-2021-pay-strategy/239246056 slides-5expectationsceosshouldhaveoftheir2021paystrategy111120-201113204252
If you are like most business leaders, your confidence in the economy is growing…but your company is not completely recovered from its COVID experience. It’s left you and your leadership feeling a bit numb. You may have had to cut salaries, freeze incentive plans and either furlough or let employees go. It’s been painful. (Our apologies for reminding you!) Now you need to move forward with optimism but you can’t just pretend nothing has happened, right? All of this leaves you feeling uncertain about what your pay strategy should look like in 2021. Questions abound: How can you reward employee performance but not make your cash flow vulnerable? How can you create a pay offering that is more flexible without also unleashing compensation chaos? And so on. If this is where you and your company find yourselves, you should watch this broadcast.]]>
If you are like most business leaders, your confidence in the economy is growing…but your company is not completely recovered from its COVID experience. It’s left you and your leadership feeling a bit numb. You may have had to cut salaries, freeze incentive plans and either furlough or let employees go. It’s been painful. (Our apologies for reminding you!) Now you need to move forward with optimism but you can’t just pretend nothing has happened, right? All of this leaves you feeling uncertain about what your pay strategy should look like in 2021. Questions abound: How can you reward employee performance but not make your cash flow vulnerable? How can you create a pay offering that is more flexible without also unleashing compensation chaos? And so on. If this is where you and your company find yourselves, you should watch this broadcast.]]> Fri, 13 Nov 2020 20:42:52 GMT /slideshow/5-expectations-ceos-should-have-of-their-2021-pay-strategy/239246056 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 5 Expectations CEOs Should Have of Their 2021 Pay Strategy TheVisionLinkAdvisoryGroup If you are like most business leaders, your confidence in the economy is growing…but your company is not completely recovered from its COVID experience. It’s left you and your leadership feeling a bit numb. You may have had to cut salaries, freeze incentive plans and either furlough or let employees go. It’s been painful. (Our apologies for reminding you!) Now you need to move forward with optimism but you can’t just pretend nothing has happened, right? All of this leaves you feeling uncertain about what your pay strategy should look like in 2021. Questions abound: How can you reward employee performance but not make your cash flow vulnerable? How can you create a pay offering that is more flexible without also unleashing compensation chaos? And so on. If this is where you and your company find yourselves, you should watch this broadcast. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-5expectationsceosshouldhaveoftheir2021paystrategy111120-201113204252-thumbnail.jpg?width=120&height=120&fit=bounds" /> If you are like most business leaders, your confidence in the economy is growing…but your company is not completely recovered from its COVID experience. It’s left you and your leadership feeling a bit numb. You may have had to cut salaries, freeze incentive plans and either furlough or let employees go. It’s been painful. (Our apologies for reminding you!) Now you need to move forward with optimism but you can’t just pretend nothing has happened, right? All of this leaves you feeling uncertain about what your pay strategy should look like in 2021. Questions abound: How can you reward employee performance but not make your cash flow vulnerable? How can you create a pay offering that is more flexible without also unleashing compensation chaos? And so on. If this is where you and your company find yourselves, you should watch this broadcast.

5 Expectations CEOs Should Have of Their 2021 Pay Strategy from The VisionLink Advisory Group

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0 Which is Better in an Uncertain Economy /slideshow/which-is-better-in-an-uncertain-economy/239246038 slides-whichisbetterinanuncertaineconomy102820-201113204126
When economic conditions are in constant motion, is it even possible to determine the “right” pay strategy? For example, some company leaders believe high salaries are necessary to attract great people, but are concerned about having costly pay commitments if the economy is shut down again. Others think employee earnings should be tied heavily to performance, but wonder what metrics to use—and how to balance short versus long-term rewards. So, is one right and the other wrong? The reality is there is no playbook for determining how to pay employees amid the kind of economic uncertainly we have been experiencing. So, what should you do? This broadcast will help you answer that question. You will learn how to use compensation as a strategic tool and construct a rewards approach that is agile enough for changing conditions but enduring enough to work in any economy. We will, in fact, show you how to resolve the “higher salary versus bigger incentives” dilemma.]]>
When economic conditions are in constant motion, is it even possible to determine the “right” pay strategy? For example, some company leaders believe high salaries are necessary to attract great people, but are concerned about having costly pay commitments if the economy is shut down again. Others think employee earnings should be tied heavily to performance, but wonder what metrics to use—and how to balance short versus long-term rewards. So, is one right and the other wrong? The reality is there is no playbook for determining how to pay employees amid the kind of economic uncertainly we have been experiencing. So, what should you do? This broadcast will help you answer that question. You will learn how to use compensation as a strategic tool and construct a rewards approach that is agile enough for changing conditions but enduring enough to work in any economy. We will, in fact, show you how to resolve the “higher salary versus bigger incentives” dilemma.]]> Fri, 13 Nov 2020 20:41:26 GMT /slideshow/which-is-better-in-an-uncertain-economy/239246038 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) Which is Better in an Uncertain Economy TheVisionLinkAdvisoryGroup When economic conditions are in constant motion, is it even possible to determine the “right” pay strategy? For example, some company leaders believe high salaries are necessary to attract great people, but are concerned about having costly pay commitments if the economy is shut down again. Others think employee earnings should be tied heavily to performance, but wonder what metrics to use—and how to balance short versus long-term rewards. So, is one right and the other wrong? The reality is there is no playbook for determining how to pay employees amid the kind of economic uncertainly we have been experiencing. So, what should you do? This broadcast will help you answer that question. You will learn how to use compensation as a strategic tool and construct a rewards approach that is agile enough for changing conditions but enduring enough to work in any economy. We will, in fact, show you how to resolve the “higher salary versus bigger incentives” dilemma. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-whichisbetterinanuncertaineconomy102820-201113204126-thumbnail.jpg?width=120&height=120&fit=bounds" /> When economic conditions are in constant motion, is it even possible to determine the “right” pay strategy? For example, some company leaders believe high salaries are necessary to attract great people, but are concerned about having costly pay commitments if the economy is shut down again. Others think employee earnings should be tied heavily to performance, but wonder what metrics to use—and how to balance short versus long-term rewards. So, is one right and the other wrong? The reality is there is no playbook for determining how to pay employees amid the kind of economic uncertainly we have been experiencing. So, what should you do? This broadcast will help you answer that question. You will learn how to use compensation as a strategic tool and construct a rewards approach that is agile enough for changing conditions but enduring enough to work in any economy. We will, in fact, show you how to resolve the “higher salary versus bigger incentives” dilemma.

Which is Better in an Uncertain Economy from The VisionLink Advisory Group

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0 4 Keys to Incentive Compensation Success in an Uncertain Economy /slideshow/4-keys-to-incentive-compensation-success-in-an-uncertain-economy/239246016 slides-4keystoincentivecompensationsuccessinanuncertaineconomy101420-201113203912
The COVID economy has likely caused you to rethink your compensation approach and forced you to confront some difficult questions: Should incentive compensation play a larger or smaller role in your pay strategy going forward? What’s more important—rewards for short or long-term performance? Better yet, should you even be offering incentives at all given the current uncertainty in the business environment? VisionLink and EBS would like to help you answer those questions. In this webcast, you will learn why incentive plans are more important than ever and how they should be engineered in a post-COVID business world. We will show how the right approach to value-sharing can help you succeed any economy and inspire a balanced result in your employees’ performance.]]>
The COVID economy has likely caused you to rethink your compensation approach and forced you to confront some difficult questions: Should incentive compensation play a larger or smaller role in your pay strategy going forward? What’s more important—rewards for short or long-term performance? Better yet, should you even be offering incentives at all given the current uncertainty in the business environment? VisionLink and EBS would like to help you answer those questions. In this webcast, you will learn why incentive plans are more important than ever and how they should be engineered in a post-COVID business world. We will show how the right approach to value-sharing can help you succeed any economy and inspire a balanced result in your employees’ performance.]]> Fri, 13 Nov 2020 20:39:12 GMT /slideshow/4-keys-to-incentive-compensation-success-in-an-uncertain-economy/239246016 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 4 Keys to Incentive Compensation Success in an Uncertain Economy TheVisionLinkAdvisoryGroup The COVID economy has likely caused you to rethink your compensation approach and forced you to confront some difficult questions: Should incentive compensation play a larger or smaller role in your pay strategy going forward? What’s more important—rewards for short or long-term performance? Better yet, should you even be offering incentives at all given the current uncertainty in the business environment? VisionLink and EBS would like to help you answer those questions. In this webcast, you will learn why incentive plans are more important than ever and how they should be engineered in a post-COVID business world. We will show how the right approach to value-sharing can help you succeed any economy and inspire a balanced result in your employees’ performance. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-4keystoincentivecompensationsuccessinanuncertaineconomy101420-201113203912-thumbnail.jpg?width=120&height=120&fit=bounds" /> The COVID economy has likely caused you to rethink your compensation approach and forced you to confront some difficult questions: Should incentive compensation play a larger or smaller role in your pay strategy going forward? What’s more important—rewards for short or long-term performance? Better yet, should you even be offering incentives at all given the current uncertainty in the business environment? VisionLink and EBS would like to help you answer those questions. In this webcast, you will learn why incentive plans are more important than ever and how they should be engineered in a post-COVID business world. We will show how the right approach to value-sharing can help you succeed any economy and inspire a balanced result in your employees’ performance.

4 Keys to Incentive Compensation Success in an Uncertain Economy from The VisionLink Advisory Group

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0 How a Successful Employee Experience Will be Defined in the Future /slideshow/how-a-successful-employee-experience-will-be-defined-in-the-future/239245982 slides-howasuccessfulemployeeexperiencewillbedefinedinthefuture091620-201113203600
If there’s one thing that’s certain about the future it’s that nothing about the future is certain. That makes it hard to plan, does it not? Yet, to succeed in the new economy you must have a strategy—and soon. It’s urgent. So, what should you do? Start with your employees. They will have a lot to do with whether your company’s future is successful or not. Consequently, the experience you provide must be envisioned in advance and delivered according to your plan. It must attract premier talent and ensure they will want to stay and perform. And it must enable your employees to easily buy into and support your vision for the future—so they will be as committed to the company’s success as you are. So, what kind of experience will do that? That is the issue we addressed in this broadcast. ]]>
If there’s one thing that’s certain about the future it’s that nothing about the future is certain. That makes it hard to plan, does it not? Yet, to succeed in the new economy you must have a strategy—and soon. It’s urgent. So, what should you do? Start with your employees. They will have a lot to do with whether your company’s future is successful or not. Consequently, the experience you provide must be envisioned in advance and delivered according to your plan. It must attract premier talent and ensure they will want to stay and perform. And it must enable your employees to easily buy into and support your vision for the future—so they will be as committed to the company’s success as you are. So, what kind of experience will do that? That is the issue we addressed in this broadcast. ]]> Fri, 13 Nov 2020 20:36:00 GMT /slideshow/how-a-successful-employee-experience-will-be-defined-in-the-future/239245982 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) How a Successful Employee Experience Will be Defined in the Future TheVisionLinkAdvisoryGroup If there’s one thing that’s certain about the future it’s that nothing about the future is certain. That makes it hard to plan, does it not? Yet, to succeed in the new economy you must have a strategy—and soon. It’s urgent. So, what should you do? Start with your employees. They will have a lot to do with whether your company’s future is successful or not. Consequently, the experience you provide must be envisioned in advance and delivered according to your plan. It must attract premier talent and ensure they will want to stay and perform. And it must enable your employees to easily buy into and support your vision for the future—so they will be as committed to the company’s success as you are. So, what kind of experience will do that? That is the issue we addressed in this broadcast. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-howasuccessfulemployeeexperiencewillbedefinedinthefuture091620-201113203600-thumbnail.jpg?width=120&height=120&fit=bounds" /> If there’s one thing that’s certain about the future it’s that nothing about the future is certain. That makes it hard to plan, does it not? Yet, to succeed in the new economy you must have a strategy—and soon. It’s urgent. So, what should you do? Start with your employees. They will have a lot to do with whether your company’s future is successful or not. Consequently, the experience you provide must be envisioned in advance and delivered according to your plan. It must attract premier talent and ensure they will want to stay and perform. And it must enable your employees to easily buy into and support your vision for the future—so they will be as committed to the company’s success as you are. So, what kind of experience will do that? That is the issue we addressed in this broadcast.

How a Successful Employee Experience Will be Defined in the Future from The VisionLink Advisory Group

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0 Why Now is the Best Time to Have a Phantom Stock Plan /slideshow/why-now-is-the-best-time-to-have-a-phantom-stock-plan/239245952 slides-whynowisthebesttimetohaveaphantomstockplan093020-201113203316
The COVID economy has likely created competing priorities for you as a business leader. You feel pressure to minimize your compensation expense and protect cash flow. At the same time, you need to incentivize employee performance so your people will be motivated to get results. So, what should you do? Tune into this webcast to learn why many enterprise leaders are finding phantom stock to be the answer. In this broadcast, we will show you how this kind of plan enables you to reward performance without increasing your compensation expense. You will also see how phantom stock allows you to share value without diluting owner equity. In short, we will demonstrate why phantom stock is the compensation equivalent of “having your cake and eating it too.”]]>
The COVID economy has likely created competing priorities for you as a business leader. You feel pressure to minimize your compensation expense and protect cash flow. At the same time, you need to incentivize employee performance so your people will be motivated to get results. So, what should you do? Tune into this webcast to learn why many enterprise leaders are finding phantom stock to be the answer. In this broadcast, we will show you how this kind of plan enables you to reward performance without increasing your compensation expense. You will also see how phantom stock allows you to share value without diluting owner equity. In short, we will demonstrate why phantom stock is the compensation equivalent of “having your cake and eating it too.”]]> Fri, 13 Nov 2020 20:33:16 GMT /slideshow/why-now-is-the-best-time-to-have-a-phantom-stock-plan/239245952 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) Why Now is the Best Time to Have a Phantom Stock Plan TheVisionLinkAdvisoryGroup The COVID economy has likely created competing priorities for you as a business leader. You feel pressure to minimize your compensation expense and protect cash flow. At the same time, you need to incentivize employee performance so your people will be motivated to get results. So, what should you do? Tune into this webcast to learn why many enterprise leaders are finding phantom stock to be the answer. In this broadcast, we will show you how this kind of plan enables you to reward performance without increasing your compensation expense. You will also see how phantom stock allows you to share value without diluting owner equity. In short, we will demonstrate why phantom stock is the compensation equivalent of “having your cake and eating it too.” <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-whynowisthebesttimetohaveaphantomstockplan093020-201113203316-thumbnail.jpg?width=120&height=120&fit=bounds" /> The COVID economy has likely created competing priorities for you as a business leader. You feel pressure to minimize your compensation expense and protect cash flow. At the same time, you need to incentivize employee performance so your people will be motivated to get results. So, what should you do? Tune into this webcast to learn why many enterprise leaders are finding phantom stock to be the answer. In this broadcast, we will show you how this kind of plan enables you to reward performance without increasing your compensation expense. You will also see how phantom stock allows you to share value without diluting owner equity. In short, we will demonstrate why phantom stock is the compensation equivalent of “having your cake and eating it too.”

Why Now is the Best Time to Have a Phantom Stock Plan from The VisionLink Advisory Group

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0 What Your Next Pay Strategy Should Look Like /slideshow/what-your-next-pay-strategy-should-look-like/239245933 slides-whatyournextpaystrategyshouldlooklike082620-201113203135
Chances are, you think differently about compensation now than you did a few months ago. Let’s face it, COVID-19 made us think differently about a lot of things, did it not? And although you’ve survived the crisis so far, you recognize your pay strategy going forward probably needs to change. But change how? Exactly what should be different? This broadcast was created to help you answer that question. We recognize business leaders like you are struggling to determine how you can effectively reward performance in the new economy without creating the same financial vulnerabilities you’ve just lived through. We can think we can help.]]>
Chances are, you think differently about compensation now than you did a few months ago. Let’s face it, COVID-19 made us think differently about a lot of things, did it not? And although you’ve survived the crisis so far, you recognize your pay strategy going forward probably needs to change. But change how? Exactly what should be different? This broadcast was created to help you answer that question. We recognize business leaders like you are struggling to determine how you can effectively reward performance in the new economy without creating the same financial vulnerabilities you’ve just lived through. We can think we can help.]]> Fri, 13 Nov 2020 20:31:35 GMT /slideshow/what-your-next-pay-strategy-should-look-like/239245933 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) What Your Next Pay Strategy Should Look Like TheVisionLinkAdvisoryGroup Chances are, you think differently about compensation now than you did a few months ago. Let’s face it, COVID-19 made us think differently about a lot of things, did it not? And although you’ve survived the crisis so far, you recognize your pay strategy going forward probably needs to change. But change how? Exactly what should be different? This broadcast was created to help you answer that question. We recognize business leaders like you are struggling to determine how you can effectively reward performance in the new economy without creating the same financial vulnerabilities you’ve just lived through. We can think we can help. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-whatyournextpaystrategyshouldlooklike082620-201113203135-thumbnail.jpg?width=120&height=120&fit=bounds" /> Chances are, you think differently about compensation now than you did a few months ago. Let’s face it, COVID-19 made us think differently about a lot of things, did it not? And although you’ve survived the crisis so far, you recognize your pay strategy going forward probably needs to change. But change how? Exactly what should be different? This broadcast was created to help you answer that question. We recognize business leaders like you are struggling to determine how you can effectively reward performance in the new economy without creating the same financial vulnerabilities you’ve just lived through. We can think we can help.

What Your Next Pay Strategy Should Look Like from The VisionLink Advisory Group

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0 How to Build a Unified Culture in a Chaotic Environment /slideshow/how-to-build-a-unified-culture-in-a-chaotic-environment/239245921 slides-howtobuildaunifiedcultureinachaoticenvironment081220-201113203008
You want your people to buy into your vision of the future. You want to attract and keep premier talent. You want your employees to adopt a stewardship mindset and “own” results. You want all stakeholders to feel they are a part of the company’s success. You also want all stakeholders equally invested in preventing mistakes that can set the company back. You recognize that’s a tall order in the best of times. But in today’s chaotic business environment, the challenge is even greater. So, what should you do? This broadcast was created to help you answer that question. ]]>
You want your people to buy into your vision of the future. You want to attract and keep premier talent. You want your employees to adopt a stewardship mindset and “own” results. You want all stakeholders to feel they are a part of the company’s success. You also want all stakeholders equally invested in preventing mistakes that can set the company back. You recognize that’s a tall order in the best of times. But in today’s chaotic business environment, the challenge is even greater. So, what should you do? This broadcast was created to help you answer that question. ]]> Fri, 13 Nov 2020 20:30:08 GMT /slideshow/how-to-build-a-unified-culture-in-a-chaotic-environment/239245921 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) How to Build a Unified Culture in a Chaotic Environment TheVisionLinkAdvisoryGroup You want your people to buy into your vision of the future. You want to attract and keep premier talent. You want your employees to adopt a stewardship mindset and “own” results. You want all stakeholders to feel they are a part of the company’s success. You also want all stakeholders equally invested in preventing mistakes that can set the company back. You recognize that’s a tall order in the best of times. But in today’s chaotic business environment, the challenge is even greater. So, what should you do? This broadcast was created to help you answer that question. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-howtobuildaunifiedcultureinachaoticenvironment081220-201113203008-thumbnail.jpg?width=120&height=120&fit=bounds" /> You want your people to buy into your vision of the future. You want to attract and keep premier talent. You want your employees to adopt a stewardship mindset and “own” results. You want all stakeholders to feel they are a part of the company’s success. You also want all stakeholders equally invested in preventing mistakes that can set the company back. You recognize that’s a tall order in the best of times. But in today’s chaotic business environment, the challenge is even greater. So, what should you do? This broadcast was created to help you answer that question.

How to Build a Unified Culture in a Chaotic Environment from The VisionLink Advisory Group

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0 5 Keys to Thriving In a Post-COVID Business Environment /slideshow/5-keys-to-thriving-in-a-postcovid-business-environment/239245904 slides-5keystothrivinginapost-covidbusinessenvironment070820-201113202756
The COVID-19 economy changed everything, did it not? The future business environment is not going be the same as it was prior to the pandemic. As a result, your future company can’t be the same either. It will be facing unique challenges. But it also offers you unprecedented new opportunities. As always, those who anticipate and prepare for that future will have the advantage. To that end, watch the recorded presentation to learn five ways you can leverage your ability to succeed in the new economy. In this webinar, we will share high impact insights that will help your company thrive regardless of the conditions that lie ahead.]]>
The COVID-19 economy changed everything, did it not? The future business environment is not going be the same as it was prior to the pandemic. As a result, your future company can’t be the same either. It will be facing unique challenges. But it also offers you unprecedented new opportunities. As always, those who anticipate and prepare for that future will have the advantage. To that end, watch the recorded presentation to learn five ways you can leverage your ability to succeed in the new economy. In this webinar, we will share high impact insights that will help your company thrive regardless of the conditions that lie ahead.]]> Fri, 13 Nov 2020 20:27:56 GMT /slideshow/5-keys-to-thriving-in-a-postcovid-business-environment/239245904 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 5 Keys to Thriving In a Post-COVID Business Environment TheVisionLinkAdvisoryGroup The COVID-19 economy changed everything, did it not? The future business environment is not going be the same as it was prior to the pandemic. As a result, your future company can’t be the same either. It will be facing unique challenges. But it also offers you unprecedented new opportunities. As always, those who anticipate and prepare for that future will have the advantage. To that end, watch the recorded presentation to learn five ways you can leverage your ability to succeed in the new economy. In this webinar, we will share high impact insights that will help your company thrive regardless of the conditions that lie ahead. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-5keystothrivinginapost-covidbusinessenvironment070820-201113202756-thumbnail.jpg?width=120&height=120&fit=bounds" /> The COVID-19 economy changed everything, did it not? The future business environment is not going be the same as it was prior to the pandemic. As a result, your future company can’t be the same either. It will be facing unique challenges. But it also offers you unprecedented new opportunities. As always, those who anticipate and prepare for that future will have the advantage. To that end, watch the recorded presentation to learn five ways you can leverage your ability to succeed in the new economy. In this webinar, we will share high impact insights that will help your company thrive regardless of the conditions that lie ahead.

5 Keys to Thriving In a Post-COVID Business Environment from The VisionLink Advisory Group

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0 How to Link Pay and Performance Management in the New Economy /slideshow/how-to-link-pay-and-performance-management-in-the-new-economy/239245877 slides-howtolinkpayandperformancemanagementintheneweconomy072220-201113202556
Employee performance management has been undergoing a revolution over the past few years. Highly structured, year-end appraisals are being eliminated. Instead, business leaders are adopting a forward-looking, flexible mentoring and coaching approach. The “new and improved” method is designed to help companies navigate the accelerated pace of change all businesses are experiencing. So, how is this revolution impacting compensation? What kind of pay strategies are being used with this new performance management approach? How are successful business leaders ensuring their compensation plans offer maximum flexibility without creating a need for constant reinvention? In this webinar, we will answer all those questions and more. You will discover how a rewards plan can be both agile and enduring—and why that combination is essential in the hyper-change environment we are living in.]]>
Employee performance management has been undergoing a revolution over the past few years. Highly structured, year-end appraisals are being eliminated. Instead, business leaders are adopting a forward-looking, flexible mentoring and coaching approach. The “new and improved” method is designed to help companies navigate the accelerated pace of change all businesses are experiencing. So, how is this revolution impacting compensation? What kind of pay strategies are being used with this new performance management approach? How are successful business leaders ensuring their compensation plans offer maximum flexibility without creating a need for constant reinvention? In this webinar, we will answer all those questions and more. You will discover how a rewards plan can be both agile and enduring—and why that combination is essential in the hyper-change environment we are living in.]]> Fri, 13 Nov 2020 20:25:56 GMT /slideshow/how-to-link-pay-and-performance-management-in-the-new-economy/239245877 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) How to Link Pay and Performance Management in the New Economy TheVisionLinkAdvisoryGroup Employee performance management has been undergoing a revolution over the past few years. Highly structured, year-end appraisals are being eliminated. Instead, business leaders are adopting a forward-looking, flexible mentoring and coaching approach. The “new and improved” method is designed to help companies navigate the accelerated pace of change all businesses are experiencing. So, how is this revolution impacting compensation? What kind of pay strategies are being used with this new performance management approach? How are successful business leaders ensuring their compensation plans offer maximum flexibility without creating a need for constant reinvention? In this webinar, we will answer all those questions and more. You will discover how a rewards plan can be both agile and enduring—and why that combination is essential in the hyper-change environment we are living in. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-howtolinkpayandperformancemanagementintheneweconomy072220-201113202556-thumbnail.jpg?width=120&height=120&fit=bounds" /> Employee performance management has been undergoing a revolution over the past few years. Highly structured, year-end appraisals are being eliminated. Instead, business leaders are adopting a forward-looking, flexible mentoring and coaching approach. The “new and improved” method is designed to help companies navigate the accelerated pace of change all businesses are experiencing. So, how is this revolution impacting compensation? What kind of pay strategies are being used with this new performance management approach? How are successful business leaders ensuring their compensation plans offer maximum flexibility without creating a need for constant reinvention? In this webinar, we will answer all those questions and more. You will discover how a rewards plan can be both agile and enduring—and why that combination is essential in the hyper-change environment we are living in.

How to Link Pay and Performance Management in the New Economy from The VisionLink Advisory Group

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0 The Secret To An Effective Compensation Allocation /slideshow/the-secret-to-an-effective-compensation-allocation/239245850 slides-thesecrettoaneffectivecompensationallocation061020-201113202350
Compensation is expensive. And if your pay investment is not managed properly, it can wreak havoc on your company’s cash flow. For many business leaders, that’s been a key learning from the coronavirus economy. So, how do you solve that problem? What rewards plan allocation is best suited to your organization and most likely to produce the performance results you want? In this webinar, we will answer both those questions. We will show you how to create a structure that ensures your compensation investment is effectively planned and managed—and generates a real return for the company. Not only that, we will introduce you to an online tool that helps you achieve that outcome simply—and for free. ]]>
Compensation is expensive. And if your pay investment is not managed properly, it can wreak havoc on your company’s cash flow. For many business leaders, that’s been a key learning from the coronavirus economy. So, how do you solve that problem? What rewards plan allocation is best suited to your organization and most likely to produce the performance results you want? In this webinar, we will answer both those questions. We will show you how to create a structure that ensures your compensation investment is effectively planned and managed—and generates a real return for the company. Not only that, we will introduce you to an online tool that helps you achieve that outcome simply—and for free. ]]> Fri, 13 Nov 2020 20:23:49 GMT /slideshow/the-secret-to-an-effective-compensation-allocation/239245850 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) The Secret To An Effective Compensation Allocation TheVisionLinkAdvisoryGroup Compensation is expensive. And if your pay investment is not managed properly, it can wreak havoc on your company’s cash flow. For many business leaders, that’s been a key learning from the coronavirus economy. So, how do you solve that problem? What rewards plan allocation is best suited to your organization and most likely to produce the performance results you want? In this webinar, we will answer both those questions. We will show you how to create a structure that ensures your compensation investment is effectively planned and managed—and generates a real return for the company. Not only that, we will introduce you to an online tool that helps you achieve that outcome simply—and for free. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-thesecrettoaneffectivecompensationallocation061020-201113202350-thumbnail.jpg?width=120&height=120&fit=bounds" /> Compensation is expensive. And if your pay investment is not managed properly, it can wreak havoc on your company’s cash flow. For many business leaders, that’s been a key learning from the coronavirus economy. So, how do you solve that problem? What rewards plan allocation is best suited to your organization and most likely to produce the performance results you want? In this webinar, we will answer both those questions. We will show you how to create a structure that ensures your compensation investment is effectively planned and managed—and generates a real return for the company. Not only that, we will introduce you to an online tool that helps you achieve that outcome simply—and for free.

The Secret To An Effective Compensation Allocation from The VisionLink Advisory Group

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0 How to Create an Incentive Plan That Pays For Itself /slideshow/how-to-create-an-incentive-plan-that-pays-for-itself-239245832/239245832 slides-howtocreateanincentiveplanthatpaysforitself-201113202218
What if the employee incentive plan you offer didn’t really cost your company anything? How much value would you share? In theory, if it didn’t really cost you anything, the amount you could share would be unlimited, right? So, what’s the catch? Is there actually such a thing as incentive compensation that pays for itself? There really is no catch. You could start a self-financing incentive plan today if you just knew the steps to take. And that’s the purpose of this webinar. We want to teach you how to reward performance in a way that drives a positive ROI on your compensation investment, and eliminates the “cost” associated with traditional approaches. So, stop wasting money on incentive plans that are a drain on cash flow and profits. ]]>
What if the employee incentive plan you offer didn’t really cost your company anything? How much value would you share? In theory, if it didn’t really cost you anything, the amount you could share would be unlimited, right? So, what’s the catch? Is there actually such a thing as incentive compensation that pays for itself? There really is no catch. You could start a self-financing incentive plan today if you just knew the steps to take. And that’s the purpose of this webinar. We want to teach you how to reward performance in a way that drives a positive ROI on your compensation investment, and eliminates the “cost” associated with traditional approaches. So, stop wasting money on incentive plans that are a drain on cash flow and profits. ]]> Fri, 13 Nov 2020 20:22:17 GMT /slideshow/how-to-create-an-incentive-plan-that-pays-for-itself-239245832/239245832 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) How to Create an Incentive Plan That Pays For Itself TheVisionLinkAdvisoryGroup What if the employee incentive plan you offer didn’t really cost your company anything? How much value would you share? In theory, if it didn’t really cost you anything, the amount you could share would be unlimited, right? So, what’s the catch? Is there actually such a thing as incentive compensation that pays for itself? There really is no catch. You could start a self-financing incentive plan today if you just knew the steps to take. And that’s the purpose of this webinar. We want to teach you how to reward performance in a way that drives a positive ROI on your compensation investment, and eliminates the “cost” associated with traditional approaches. So, stop wasting money on incentive plans that are a drain on cash flow and profits. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-howtocreateanincentiveplanthatpaysforitself-201113202218-thumbnail.jpg?width=120&height=120&fit=bounds" /> What if the employee incentive plan you offer didn’t really cost your company anything? How much value would you share? In theory, if it didn’t really cost you anything, the amount you could share would be unlimited, right? So, what’s the catch? Is there actually such a thing as incentive compensation that pays for itself? There really is no catch. You could start a self-financing incentive plan today if you just knew the steps to take. And that’s the purpose of this webinar. We want to teach you how to reward performance in a way that drives a positive ROI on your compensation investment, and eliminates the “cost” associated with traditional approaches. So, stop wasting money on incentive plans that are a drain on cash flow and profits.

How to Create an Incentive Plan That Pays For Itself from The VisionLink Advisory Group

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0 5 Secrets to a Successful Post Lock Down Pay Strategy /slideshow/5-secrets-to-a-successful-post-lock-down-pay-strategy/239245806 slides-5secretstoasuccessfulpostlockdownpaystrategy-201113202011
Happily, our country is beginning to open for business again. So, what now? While the economy won’t recover overnight, smart companies are starting to plan how their businesses will operate differently in the future, especially when it comes to compensation. Going forward, they want pay programs that won’t paralyze their cash flow or otherwise create the kind of financial strain their current plans have caused. So, what’s the solution? How should your rewards approach in the future be different than has been previously? What emphasis should be given to guaranteed versus incentive compensation? What is the best way to align pay with results and what kind of performance should be rewarded? How do you make sure your compensation plan has the right balance of flexibility and stability? And what should you start doing now to prepare for success going forward?]]>
Happily, our country is beginning to open for business again. So, what now? While the economy won’t recover overnight, smart companies are starting to plan how their businesses will operate differently in the future, especially when it comes to compensation. Going forward, they want pay programs that won’t paralyze their cash flow or otherwise create the kind of financial strain their current plans have caused. So, what’s the solution? How should your rewards approach in the future be different than has been previously? What emphasis should be given to guaranteed versus incentive compensation? What is the best way to align pay with results and what kind of performance should be rewarded? How do you make sure your compensation plan has the right balance of flexibility and stability? And what should you start doing now to prepare for success going forward?]]> Fri, 13 Nov 2020 20:20:11 GMT /slideshow/5-secrets-to-a-successful-post-lock-down-pay-strategy/239245806 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 5 Secrets to a Successful Post Lock Down Pay Strategy TheVisionLinkAdvisoryGroup Happily, our country is beginning to open for business again. So, what now? While the economy won’t recover overnight, smart companies are starting to plan how their businesses will operate differently in the future, especially when it comes to compensation. Going forward, they want pay programs that won’t paralyze their cash flow or otherwise create the kind of financial strain their current plans have caused. So, what’s the solution? How should your rewards approach in the future be different than has been previously? What emphasis should be given to guaranteed versus incentive compensation? What is the best way to align pay with results and what kind of performance should be rewarded? How do you make sure your compensation plan has the right balance of flexibility and stability? And what should you start doing now to prepare for success going forward? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-5secretstoasuccessfulpostlockdownpaystrategy-201113202011-thumbnail.jpg?width=120&height=120&fit=bounds" /> Happily, our country is beginning to open for business again. So, what now? While the economy won’t recover overnight, smart companies are starting to plan how their businesses will operate differently in the future, especially when it comes to compensation. Going forward, they want pay programs that won’t paralyze their cash flow or otherwise create the kind of financial strain their current plans have caused. So, what’s the solution? How should your rewards approach in the future be different than has been previously? What emphasis should be given to guaranteed versus incentive compensation? What is the best way to align pay with results and what kind of performance should be rewarded? How do you make sure your compensation plan has the right balance of flexibility and stability? And what should you start doing now to prepare for success going forward?

5 Secrets to a Successful Post Lock Down Pay Strategy from The VisionLink Advisory Group

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0 Compensation Solutions For a Bad Economy /slideshow/compensation-solutions-for-a-bad-economy/239245783 slides-compensationsolutionsforabadeconomy040620-201113201805
Chances are, you’ve been hit hard by the coronavirus pandemic. Not the flu itself, hopefully. (God willing, you’ve steered clear of that contagion.) No, we’re talking about the economic hit. Its impact has been more far reaching and less discriminatory than the actual virus. If Covid-19 has created an uncertain economic future for your company, we’d like to show you a way to effectively manage compensation in the face of the current chaos that also ensures your success when things rebound. We call this the “survive to thrive” strategy. In this presentation you will learn a pay approach that is flexible and resilient enough for broad cash flow fluctuations but enduring enough to remain relevant when prosperous times return.]]>
Chances are, you’ve been hit hard by the coronavirus pandemic. Not the flu itself, hopefully. (God willing, you’ve steered clear of that contagion.) No, we’re talking about the economic hit. Its impact has been more far reaching and less discriminatory than the actual virus. If Covid-19 has created an uncertain economic future for your company, we’d like to show you a way to effectively manage compensation in the face of the current chaos that also ensures your success when things rebound. We call this the “survive to thrive” strategy. In this presentation you will learn a pay approach that is flexible and resilient enough for broad cash flow fluctuations but enduring enough to remain relevant when prosperous times return.]]> Fri, 13 Nov 2020 20:18:05 GMT /slideshow/compensation-solutions-for-a-bad-economy/239245783 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) Compensation Solutions For a Bad Economy TheVisionLinkAdvisoryGroup Chances are, you’ve been hit hard by the coronavirus pandemic. Not the flu itself, hopefully. (God willing, you’ve steered clear of that contagion.) No, we’re talking about the economic hit. Its impact has been more far reaching and less discriminatory than the actual virus. If Covid-19 has created an uncertain economic future for your company, we’d like to show you a way to effectively manage compensation in the face of the current chaos that also ensures your success when things rebound. We call this the “survive to thrive” strategy. In this presentation you will learn a pay approach that is flexible and resilient enough for broad cash flow fluctuations but enduring enough to remain relevant when prosperous times return. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-compensationsolutionsforabadeconomy040620-201113201805-thumbnail.jpg?width=120&height=120&fit=bounds" /> Chances are, you’ve been hit hard by the coronavirus pandemic. Not the flu itself, hopefully. (God willing, you’ve steered clear of that contagion.) No, we’re talking about the economic hit. Its impact has been more far reaching and less discriminatory than the actual virus. If Covid-19 has created an uncertain economic future for your company, we’d like to show you a way to effectively manage compensation in the face of the current chaos that also ensures your success when things rebound. We call this the “survive to thrive” strategy. In this presentation you will learn a pay approach that is flexible and resilient enough for broad cash flow fluctuations but enduring enough to remain relevant when prosperous times return.

Compensation Solutions For a Bad Economy from The VisionLink Advisory Group

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0 5 Rules for Managing Pay in a Hiring Surge /slideshow/5-rules-for-managing-pay-in-a-hiring-surge/239245766 slides-5rulesformanagingpayinahiringsurge042220-201113201620
While the coronavirus has stalled business for many companies, some are experiencing a sudden spike in demand for their product or service. Perhaps yours is one of them. If so, you may find yourself “hiring in a hurry” to ensure you have enough talent to handle the sudden increase in interest, traffic and opportunity. Given the urgency, the risk of mistake-making is high and can be costly—especially when it comes to extending pay offers. Compensation is an expensive proposition, so making promises in a hurry can be particularly hazardous. You don’t want to make commitments now you will regret later. We can help you avoid that risk.]]>
While the coronavirus has stalled business for many companies, some are experiencing a sudden spike in demand for their product or service. Perhaps yours is one of them. If so, you may find yourself “hiring in a hurry” to ensure you have enough talent to handle the sudden increase in interest, traffic and opportunity. Given the urgency, the risk of mistake-making is high and can be costly—especially when it comes to extending pay offers. Compensation is an expensive proposition, so making promises in a hurry can be particularly hazardous. You don’t want to make commitments now you will regret later. We can help you avoid that risk.]]> Fri, 13 Nov 2020 20:16:20 GMT /slideshow/5-rules-for-managing-pay-in-a-hiring-surge/239245766 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 5 Rules for Managing Pay in a Hiring Surge TheVisionLinkAdvisoryGroup While the coronavirus has stalled business for many companies, some are experiencing a sudden spike in demand for their product or service. Perhaps yours is one of them. If so, you may find yourself “hiring in a hurry” to ensure you have enough talent to handle the sudden increase in interest, traffic and opportunity. Given the urgency, the risk of mistake-making is high and can be costly—especially when it comes to extending pay offers. Compensation is an expensive proposition, so making promises in a hurry can be particularly hazardous. You don’t want to make commitments now you will regret later. We can help you avoid that risk. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-5rulesformanagingpayinahiringsurge042220-201113201620-thumbnail.jpg?width=120&height=120&fit=bounds" /> While the coronavirus has stalled business for many companies, some are experiencing a sudden spike in demand for their product or service. Perhaps yours is one of them. If so, you may find yourself “hiring in a hurry” to ensure you have enough talent to handle the sudden increase in interest, traffic and opportunity. Given the urgency, the risk of mistake-making is high and can be costly—especially when it comes to extending pay offers. Compensation is an expensive proposition, so making promises in a hurry can be particularly hazardous. You don’t want to make commitments now you will regret later. We can help you avoid that risk.

5 Rules for Managing Pay in a Hiring Surge from The VisionLink Advisory Group

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0 The 5 Essentials of Pay for Performance /slideshow/the-5-essentials-of-pay-for-performance/239245748 slides-the5essentialsofpayforperformance032520-201113201439
The economic chaos caused by the coronavirus pandemic is likely causing you to examine every financial element of your business right now. And because compensation is the biggest line item on your P&L, that number blares at you like a neon sign these days. All logic tells you it needs to shrink--and quickly. As a result, you're wondering what your pay strategy should look like for the foreseeable future. Now, more than ever, your approach to compensation needs to be tied to performance--which means it is linked to results. If that's true, what should those results be and how do you make sure your pay plan effectively rewards them?]]>
The economic chaos caused by the coronavirus pandemic is likely causing you to examine every financial element of your business right now. And because compensation is the biggest line item on your P&L, that number blares at you like a neon sign these days. All logic tells you it needs to shrink--and quickly. As a result, you're wondering what your pay strategy should look like for the foreseeable future. Now, more than ever, your approach to compensation needs to be tied to performance--which means it is linked to results. If that's true, what should those results be and how do you make sure your pay plan effectively rewards them?]]> Fri, 13 Nov 2020 20:14:39 GMT /slideshow/the-5-essentials-of-pay-for-performance/239245748 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) The 5 Essentials of Pay for Performance TheVisionLinkAdvisoryGroup The economic chaos caused by the coronavirus pandemic is likely causing you to examine every financial element of your business right now. And because compensation is the biggest line item on your P&L, that number blares at you like a neon sign these days. All logic tells you it needs to shrink--and quickly. As a result, you're wondering what your pay strategy should look like for the foreseeable future. Now, more than ever, your approach to compensation needs to be tied to performance--which means it is linked to results. If that's true, what should those results be and how do you make sure your pay plan effectively rewards them? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-the5essentialsofpayforperformance032520-201113201439-thumbnail.jpg?width=120&height=120&fit=bounds" /> The economic chaos caused by the coronavirus pandemic is likely causing you to examine every financial element of your business right now. And because compensation is the biggest line item on your P&L, that number blares at you like a neon sign these days. All logic tells you it needs to shrink--and quickly. As a result, you're wondering what your pay strategy should look like for the foreseeable future. Now, more than ever, your approach to compensation needs to be tied to performance--which means it is linked to results. If that's true, what should those results be and how do you make sure your pay plan effectively rewards them?

The 5 Essentials of Pay for Performance from The VisionLink Advisory Group

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0 Why You Should Stop Paying Incentives /slideshow/why-you-should-stop-paying-incentives-239245714/239245714 slides-whyyoushouldstoppayingincentives022620-201113201227
It is time to get rid of that bonus plan you have reinvented five times in the last six years. More metrics is not the answer. A different payout schedule isn’t going to change anything. You just need to let it go. Incentive plans have become unappreciated, ineffective and economically indefensible. In today’s business environment, your focus should be on value-sharing. To learn how to transition from paying incentives to sharing value—and why it matters—watch our on-demand broadcast.]]>
It is time to get rid of that bonus plan you have reinvented five times in the last six years. More metrics is not the answer. A different payout schedule isn’t going to change anything. You just need to let it go. Incentive plans have become unappreciated, ineffective and economically indefensible. In today’s business environment, your focus should be on value-sharing. To learn how to transition from paying incentives to sharing value—and why it matters—watch our on-demand broadcast.]]> Fri, 13 Nov 2020 20:12:27 GMT /slideshow/why-you-should-stop-paying-incentives-239245714/239245714 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) Why You Should Stop Paying Incentives TheVisionLinkAdvisoryGroup It is time to get rid of that bonus plan you have reinvented five times in the last six years. More metrics is not the answer. A different payout schedule isn’t going to change anything. You just need to let it go. Incentive plans have become unappreciated, ineffective and economically indefensible. In today’s business environment, your focus should be on value-sharing. To learn how to transition from paying incentives to sharing value—and why it matters—watch our on-demand broadcast. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-whyyoushouldstoppayingincentives022620-201113201227-thumbnail.jpg?width=120&height=120&fit=bounds" /> It is time to get rid of that bonus plan you have reinvented five times in the last six years. More metrics is not the answer. A different payout schedule isn’t going to change anything. You just need to let it go. Incentive plans have become unappreciated, ineffective and economically indefensible. In today’s business environment, your focus should be on value-sharing. To learn how to transition from paying incentives to sharing value—and why it matters—watch our on-demand broadcast.

Why You Should Stop Paying Incentives from The VisionLink Advisory Group

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0 4 Secrets to Overcoming Employee Entitlement /TheVisionLinkAdvisoryGroup/4-secrets-to-overcoming-employee-entitlement slides-4secretstoovercomingemployeeentitlement012220-201113200955
If you lead a business, perhaps you’ve had to deal with questions like these: “Why is my bonus less than it was last year?” “Why didn’t I get a bigger salary increase?” “Can I have stock?” All are indicators your employees are feeling a bit entitled. So, how does this happen? More important, what can you do about it? How can you transform a culture of entitlement into one focused on value creation and engagement?]]>
If you lead a business, perhaps you’ve had to deal with questions like these: “Why is my bonus less than it was last year?” “Why didn’t I get a bigger salary increase?” “Can I have stock?” All are indicators your employees are feeling a bit entitled. So, how does this happen? More important, what can you do about it? How can you transform a culture of entitlement into one focused on value creation and engagement?]]> Fri, 13 Nov 2020 20:09:55 GMT /TheVisionLinkAdvisoryGroup/4-secrets-to-overcoming-employee-entitlement TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 4 Secrets to Overcoming Employee Entitlement TheVisionLinkAdvisoryGroup If you lead a business, perhaps you’ve had to deal with questions like these: “Why is my bonus less than it was last year?” “Why didn’t I get a bigger salary increase?” “Can I have stock?” All are indicators your employees are feeling a bit entitled. So, how does this happen? More important, what can you do about it? How can you transform a culture of entitlement into one focused on value creation and engagement? <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-4secretstoovercomingemployeeentitlement012220-201113200955-thumbnail.jpg?width=120&height=120&fit=bounds" /> If you lead a business, perhaps you’ve had to deal with questions like these: “Why is my bonus less than it was last year?” “Why didn’t I get a bigger salary increase?” “Can I have stock?” All are indicators your employees are feeling a bit entitled. So, how does this happen? More important, what can you do about it? How can you transform a culture of entitlement into one focused on value creation and engagement?

4 Secrets to Overcoming Employee Entitlement from The VisionLink Advisory Group

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0 3 Keys to Linking Employee Performance, Performance Management & Rewards /TheVisionLinkAdvisoryGroup/3-keys-to-linking-employee-performance-performance-management-rewards slides-3keystolinkingemployeeperformanceperformancemanagementrewards120419-191204212800
Is there such a thing as a chief executive who is “satisfied” with the performance of his or her employees? Or, are there any who feel their company’s performance management system is “working?” And what about pay? Do you know anyone who feels good about the relationship between the incentive payments they are making and how their people are performing? I’m guessing not. So why is that? How can so many run successful businesses but not be able to figure out how to effectively manage the performance of their people and reward them in a way that drives more of the results they want? The answer is because there are no rules. And the reason there are no rules is because every business is different. So, what do you do? Well, you will need to watch our on-demand webinar to learn the answer. (Sorry, it’s just how marketing works!) Discover the principles and practices successful companies use to drive, manage and reward superior employee performance.]]>
Is there such a thing as a chief executive who is “satisfied” with the performance of his or her employees? Or, are there any who feel their company’s performance management system is “working?” And what about pay? Do you know anyone who feels good about the relationship between the incentive payments they are making and how their people are performing? I’m guessing not. So why is that? How can so many run successful businesses but not be able to figure out how to effectively manage the performance of their people and reward them in a way that drives more of the results they want? The answer is because there are no rules. And the reason there are no rules is because every business is different. So, what do you do? Well, you will need to watch our on-demand webinar to learn the answer. (Sorry, it’s just how marketing works!) Discover the principles and practices successful companies use to drive, manage and reward superior employee performance.]]> Wed, 04 Dec 2019 21:28:00 GMT /TheVisionLinkAdvisoryGroup/3-keys-to-linking-employee-performance-performance-management-rewards TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 3 Keys to Linking Employee Performance, Performance Management & Rewards TheVisionLinkAdvisoryGroup Is there such a thing as a chief executive who is “satisfied” with the performance of his or her employees? Or, are there any who feel their company’s performance management system is “working?” And what about pay? Do you know anyone who feels good about the relationship between the incentive payments they are making and how their people are performing? I’m guessing not. So why is that? How can so many run successful businesses but not be able to figure out how to effectively manage the performance of their people and reward them in a way that drives more of the results they want? The answer is because there are no rules. And the reason there are no rules is because every business is different. So, what do you do? Well, you will need to watch our on-demand webinar to learn the answer. (Sorry, it’s just how marketing works!) Discover the principles and practices successful companies use to drive, manage and reward superior employee performance. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-3keystolinkingemployeeperformanceperformancemanagementrewards120419-191204212800-thumbnail.jpg?width=120&height=120&fit=bounds" /> Is there such a thing as a chief executive who is “satisfied” with the performance of his or her employees? Or, are there any who feel their company’s performance management system is “working?” And what about pay? Do you know anyone who feels good about the relationship between the incentive payments they are making and how their people are performing? I’m guessing not. So why is that? How can so many run successful businesses but not be able to figure out how to effectively manage the performance of their people and reward them in a way that drives more of the results they want? The answer is because there are no rules. And the reason there are no rules is because every business is different. So, what do you do? Well, you will need to watch our on-demand webinar to learn the answer. (Sorry, it’s just how marketing works!) Discover the principles and practices successful companies use to drive, manage and reward superior employee performance.

3 Keys to Linking Employee Performance, Performance Management & Rewards from The VisionLink Advisory Group

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0 7 Secrets to Securing Increased Employee Engagement /slideshow/7-secrets-to-securing-increased-employee-engagement/187800192 slides-7secretstosecuringincreasedemployeeengagement102319-191028160732
Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts. The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence.]]>
Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts. The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence.]]> Mon, 28 Oct 2019 16:07:32 GMT /slideshow/7-secrets-to-securing-increased-employee-engagement/187800192 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 7 Secrets to Securing Increased Employee Engagement TheVisionLinkAdvisoryGroup Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts. The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-7secretstosecuringincreasedemployeeengagement102319-191028160732-thumbnail.jpg?width=120&height=120&fit=bounds" /> Most business leaders want greater engagement from their employees. So, they hire consultants, go on retreats, survey their workforce, initiate team-building exercises and design one engagement strategy after another. And then…they become frustrated because they have little to show for their efforts. The truth is, employee engagement is not as complicated as we make it. The problem is, in business, we want to solve everything with a strategy. But engagement isn’t the result of a clever strategy. Its development is organic. Therefore, the focus of business leaders should be on encouraging and accelerating its evolution—not on trying to manipulate it into existence.

7 Secrets to Securing Increased Employee Engagement from The VisionLink Advisory Group

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0 10 Questions You Should be Able to Answer About Your Pay Strategy /slideshow/10-questions-you-should-be-able-to-answer-about-your-pay-strategy/177810328 slides-10questionsyoushouldbeabletoansweraboutyourpaystrategy092519-190930162341
For most companies, compensation is the costliest item on the P&L. And yet business leaders typically know little about their organization’s pay strategy. In today’s hyper competitive world, that’s not okay. Pay is a strategic tool that can either drive or diminish company profitability. It is a key to recruiting the kind of talent that can positively impact the trajectory of the business. Therefore, chief executives need to play a leading role in charting the compensation course their companies take. But, to do that effectively, they must become better informed about core pay issues. But which issues? What, exactly, do they need to know? This webinar will answer those questions. It is designed for enterprise leaders who want to learn how compensation can play a more productive role in their businesses.]]>
For most companies, compensation is the costliest item on the P&L. And yet business leaders typically know little about their organization’s pay strategy. In today’s hyper competitive world, that’s not okay. Pay is a strategic tool that can either drive or diminish company profitability. It is a key to recruiting the kind of talent that can positively impact the trajectory of the business. Therefore, chief executives need to play a leading role in charting the compensation course their companies take. But, to do that effectively, they must become better informed about core pay issues. But which issues? What, exactly, do they need to know? This webinar will answer those questions. It is designed for enterprise leaders who want to learn how compensation can play a more productive role in their businesses.]]> Mon, 30 Sep 2019 16:23:41 GMT /slideshow/10-questions-you-should-be-able-to-answer-about-your-pay-strategy/177810328 TheVisionLinkAdvisoryGroup@slideshare.net(TheVisionLinkAdvisoryGroup) 10 Questions You Should be Able to Answer About Your Pay Strategy TheVisionLinkAdvisoryGroup For most companies, compensation is the costliest item on the P&L. And yet business leaders typically know little about their organization’s pay strategy. In today’s hyper competitive world, that’s not okay. Pay is a strategic tool that can either drive or diminish company profitability. It is a key to recruiting the kind of talent that can positively impact the trajectory of the business. Therefore, chief executives need to play a leading role in charting the compensation course their companies take. But, to do that effectively, they must become better informed about core pay issues. But which issues? What, exactly, do they need to know? This webinar will answer those questions. It is designed for enterprise leaders who want to learn how compensation can play a more productive role in their businesses. <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/slides-10questionsyoushouldbeabletoansweraboutyourpaystrategy092519-190930162341-thumbnail.jpg?width=120&height=120&fit=bounds" /> For most companies, compensation is the costliest item on the P&L. And yet business leaders typically know little about their organization’s pay strategy. In today’s hyper competitive world, that’s not okay. Pay is a strategic tool that can either drive or diminish company profitability. It is a key to recruiting the kind of talent that can positively impact the trajectory of the business. Therefore, chief executives need to play a leading role in charting the compensation course their companies take. But, to do that effectively, they must become better informed about core pay issues. But which issues? What, exactly, do they need to know? This webinar will answer those questions. It is designed for enterprise leaders who want to learn how compensation can play a more productive role in their businesses.

10 Questions You Should be Able to Answer About Your Pay Strategy from The VisionLink Advisory Group

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0 https://cdn.slidesharecdn.com/profile-photo-TheVisionLinkAdvisoryGroup-48x48.jpg?cb=1605298038 VisionLink is a consulting firm that helps growth-oriented companies create greater alignment between their business plans and their rewards programs—thereby creating a unified financial vision for growing their companies. We are a national firm headquartered in Irvine, California and have helped hundreds of companies throughout the United States and Canada create and sustain transformational rewards strategies. Our work removes barriers to business growth stemming from an inability to recruit and retain top talent, keep employees focused on and executing key performance initiatives, or achieve an appropriate return on the shareholders’ investment in their key people. www.vladvisors.com https://cdn.slidesharecdn.com/ss_thumbnails/slides-5expectationsceosshouldhaveoftheir2021paystrategy111120-201113204252-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/5-expectations-ceos-should-have-of-their-2021-pay-strategy/239246056 5 Expectations CEOs Sh... https://cdn.slidesharecdn.com/ss_thumbnails/slides-whichisbetterinanuncertaineconomy102820-201113204126-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/which-is-better-in-an-uncertain-economy/239246038 Which is Better in an ... https://cdn.slidesharecdn.com/ss_thumbnails/slides-4keystoincentivecompensationsuccessinanuncertaineconomy101420-201113203912-thumbnail.jpg?width=320&height=320&fit=bounds slideshow/4-keys-to-incentive-compensation-success-in-an-uncertain-economy/239246016 4 Keys to Incentive Co...