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Engagement through Compensation Communication
“There's great thought and planning behind creating the external compensation narrative …we can put that to use internally…to think about who we need to talk to, why we need to talk to them, and what pay messages are missing.”
–Sharon Podstupka, Principal, New York
Take Control of the Pay Conversation
Pay programs for executives have become increasingly complex and more highly regulated. Clear communication to these business leaders about the link between their goals and their pay is critical to achieving your organization’s financial and strategic objectives. Likewise, investors, watch-dog groups, the media and your broad-based employee population must also understand how your programs work and how they support value creation for your organization.
Pearl Meyer’s senior consultants have a proven methodology to align your pay programs with your business and leadership strategy. At the same time, we are also committed to developing the right communication strategy to ensure that you are telling your pay story effectively, both internally and externally.
Executive Compensation Communication
External Stakeholders
Increased regulation in the Dodd-Frank-era has changed the content and process public companies use to prepare their CD&A. Say-on-Pay and shareholder activism has also made on-going dialogue throughout the year with external audiences, including institutional shareholders, a necessity. Public scrutiny about how and why your senior executives are paid demands a thoughtful strategy to ensure the right messages, reach the right audience, at the right time.
External Communication Consulting Services
Pearl Meyer helps boards and human resource professionals create successful external compensation communication programs through the follow capabilities:
- Proxy Planning & Execution
- Drafting and production advice
- CD&A updates and/or overhauls
- Editorial reviews and recommendations
- Original narrative writing, including executive summaries
Internal Stakeholders
Successful compensation programs rely on executives’ understanding of how their plans are structured and the link between their own goals and the metrics that determine how they are paid. Boards all too often are not directly involved in developing the communication strategy and, in many cases, are also not involved in delivering plan specifics to senior leaders, which may lead to miscommunication and misinformation. How is your organization managing the dialogue between the board and management?
Looming on the horizon is the CEO Pay Ratio disclosure and its potential impact on the rank and file employee who will now be able to compare his/her pay to the median employee—challenging companies to think about pay communication across their organizations.
Internal Communication Consulting Services
Pearl Meyer helps boards and human resource professionals create successful internal compensation communication programs through the following capabilities:
- Communication Strategy Development
- Guiding principles
- Key messages
- Audience segmentation
- Delivery approaches
- Rollout timing
- Content Development
- Presentations
- Leadership communication
- Frequently asked questions
- Talking points
- Overview “brochures”
Tailored Solutions
We believe that there is no such thing as one-size-fits-all compensation design. We partner with you to understand what makes your organization unique and through our proven methodology, we create tailored solutions that align your executive pay programs with your business strategy and goals.
Ask the Expert
Ask the Expert
Melissa Means
My goal is to partner with clients to design optimum compensation programs while addressing company culture and performance, key talent management, and any interpersonal or relationship dynamics. Together, we will walk through the process to create highly-effective, easy to understand, genuine programs.