GIG Biz Coaching’s Post

This is going to be an insight-rich session with learnings and opinions from two of the best minds in global Compensation. Get ready to have your mind blown at least once every minute.

Setting performance targets for both short and long-term incentives remains one of the most challenging activities in the remuneration committee’s annual cycle.   Our target setting ‘toolkit’ can support remuneration committees and reward teams in this task. The 2024 edition provides a range of the latest market reference points on performance targets for profit metrics within both the annual bonus and long-term incentive of companies in the FTSE 100, FTSE 250 and FTSE Small Cap.   Read the full report here: https://lnkd.in/eGKFUnAH   #AMon #TargetSetting #Remuneration #IncentivePlan #LTIP David Tuch James Harris Jeremy Orbell

This toolkit provides a wealth of useful data and insights for remuneration committees as they undertake the important task of setting performance targets. However, one question that arises is around the reliance on historical market data and trends. While such benchmarks can help committees make informed decisions, solely following prevailing norms risks targets becoming detached from the specific strategic priorities and challenges facing an individual business. Committees would benefit from robust discussion on how proposed targets align with - or stretch - management's own plans and assumptions. Perhaps most valuable would be cases where committees diverged from market norms to better incentivize delivery of key strategic goals.

This article provides valuable insights into leveraging Key Performance Indicators (#KPIs) to drive behavior and enhance #OrganizationalPerformance, particularly in the context of #Safety initiatives. It highlights the importance of balancing leading and lagging indicators to incentivize desired actions effectively. Integrating KPIs into a comprehensive #PerformanceManagement system is crucial for aligning organizational goals and #behaviors.

🚀 Catch Brabners' Key Insights from the FCSA Forum 2024! 🚀 At the recent FCSA Forum 2024, Brabners delivered a compelling presentation on the rise of Employee Ownership Trusts (EOTs) and their transformative impact on business sales. In their speech, Brabners highlighted: - Preserving Business Legacy and Culture: How EOTs help maintain your company's core values during transitions. - Long-Term Succession Solutions: Offering a sustainable future for your business. Financial Rewards for Employees: Aligning employee ownership with business success. Discover why EOTs are becoming the preferred choice over traditional sale methods for a smoother, tax-efficient process. 📹 Watch the full presentation from the FCSA Forum 2024 and explore the future of business ownership! https://lnkd.in/g6PW8n-d #FCSAForum2024 #Brabners #EOTs #EmployeeOwnership #BusinessSuccession #BusinessLegacy #EmployeeRewards

Under the SIMRP, employees' checks do not change from their current take-home pay. Our plan offers employees more coverage at zero cost, leading to increased productivity, loyalty, and retention. A true win-win for all! #EmployeeBenefits #WinWin #Productivity #Loyalty #Retention

Difficult to be rational about only being back a week. It's flown by and 2024 is shaping up very differently to "the year that shall not speak it's name". One of the highlights has been the level of interest in AJ | FLX, and the power it has to drive change. We launched because in the fast-paced world of business, adaptability is key, and so is having the right talent at the right time. It's a game-changer in the realm of embedded talent and people consulting, and it's disruptive approach sets it apart from the rest of the field.   🌟 What Makes AJ | FLX Stand Out?: AJ | FLX is not just another ETS product; it's a commitment to excellence. What truly sets it apart is the ultimate opportunity to retain deployed consultants, ensuring a seamless payroll transfer and mutually beneficial partnership. Unlike traditional solutions, FLX is designed with the customer at its core, providing unparalleled flexibility tailored to meet the unique needs of your organization.   💡 Why Choose FLX?: If your organization is in need of short-term coverage or navigating uncertain times in the People & Talent domain, FLX has got you covered. With access to a global pool of expert, proven, and experienced People & Talent professionals, FLX empowers companies to tackle hiring challenges and implement effective people strategies with confidence.   🔄 Flexibility Redefined: FLX isn't just a talent solution; it's a strategic move that de-risks permanent headcount budgets. It acts as a versatile vehicle for validating capability and serves as a runway validation for company growth potential. Embrace a unique solution with flexibility at its core and witness the transformation of your organization's talent strategy.   💼 Cost-Effective and Transparent: Worried about hidden costs? Fear not! AJ | FLX is a cost-effective solution with no hidden extras. Experience transparency like never before, ensuring that your investment delivers tangible results without breaking the bank.   Wait, what? It sounds too good to be true. But this is reality absolute. If you're seeking a Talent & People solution built for the modern age of scaling, AJ | FLX is your answer. Take the first step towards unlocking true potential and book a discovery session now and explore the possibilities AJ | FLX can open up for you.   The future of People & Talent is here. #PeopleStrategy #TalentSolutions #InnovationInHR #AJFLX #FutureOfWork

Check out this piece from BT-HS!

How valuable is company culture? At least $30,000 above current salary. Culture is the number one reason people stay with a company. When I worked for Chubbies, I had three offers over three years, each substantially higher. (Because tech pays more than ecommerce. 😅) Each time, I tried to get a grasp on these companies culture, and it was stagnant, toxic, or absent. Whereas at Chubbies, each person on that team wanted to be there. - The office was full of friendships. - Founders and leadership sat with everyone else. - We ignored favoritism in favor of data driven decisions. - When you walked in the office, everyone was excited to see you. - Leadership acknowledged when they were wrong, called out those who raised the flag early. - They also were truly invested in us as people. Planning birthday parties, baby showers and more. - We started charity work once the company got bigger - Ideas came from everyone, and everywhere. Everyone listened and wanted each other to succeed. - The company rewarded its success with everyone (EBITDA Bonuses!) - Growth plans existed for everyone The culture also knew how to grow. And on a more personal note, I had several difficult life events happen while I was there. The support from the team imprinted on me the type of leader I wanted to be. That's culture.

Private club members are as concerned as club leaders about the lack of talented people to work in their clubs. The 2024 Club Member Perspective feedback highlights declining services levels as a key concern and potential reason to leave their club. Investing in a positive employee experience is not just an expense, it’s a strategic move to ensure superior service and ultimately, member retention. Read the full report. https://bit.ly/3W0p3Xf