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The Impact of Coronavirus

Managing Uncertainty

How Are Boards Responding to COVID-19?

The latest insight and survey data on how companies are adjusting executive compensation.

Planning Ahead

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Testing Leadership Strength in Real-Time

How the global pandemic has affected CEO succession planning.

See the Interview

Aligning Pay to Strategy

round-chessboard-and-pieces-arranged-to-resemble-coronavirus

Revisiting Business Strategy and Compensation Alignment in Light of COVID-19

Customer needs have changed, workforce needs have changed, and strategy, people, and compensation must be realigned to match a new reality.

Read More

The Next Unknown

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Executive Compensation After COVID-19

Determine the right order for restoring previous employment and pay actions.

Read More

Industry Responses

Optimize Business Change
Advisor Blog
Dec 14, 2020

Real Estate Executive Compensation Data Show Some Hope Amidst Industry Challenges
Align Pay to Strategy
Advisor Blog
Sep 22, 2020

An Emerging Trend for the Energy Industry in 2020: Applying Discretion to Short-Term Incentives May Be More Common

Recent Survey Data

Data to Drive Decisions: Pearl Meyer Research
Research Report
Nov 24, 2020

Company-Provided Private Air Travel During the Pandemic
Data to Drive Decisions: Pearl Meyer Research
Research Report
Oct 26, 2020

Looking Ahead to Executive Pay Practices in 2021
Data to Drive Decisions: Pearl Meyer Research
Research Report
Jun 9, 2020

The Next Stage of the Coronavirus Impact

Board Leadership

Advisor Blog
Mar 27, 2020

Do Boards Need a Temporary CEO Succession Plan?
Advisor Blog
Mar 24, 2020

Board of Directors Stepping Up In Troubled Times
Advisor Blog
Apr 1, 2020

Leadership Lessons from the COVID-19 Crisis

Related Knowledge Share Items

Article
December 2020

A Look Back at the FTSE 350 and Executive Compensation in 2020

Examining the UK experience with COVID-19, corporate performance, and CEO remuneration—and expectations for 2021.

Read More
Advisor Blog
Jon Boba
August 2020

Maintaining Your Edge: Topgrading in a Challenging Market

Why hiring top talent now, despite the pandemic and market unrest, may be a strong, strategic move.

Read More
Advisor Blog
Sharon Podstupka
July 2020

COVID-19 and the Other CD&A Narrative Game Changers

The CD&A for 2020 is likely to be more complex than usual. Boards can get ahead by documenting decisions, demonstrating responsiveness, and drafting early.

Read More
Article
As Published in Agenda
David Swinford
June 2020

Managing Award Cycles in an Unmanageable Environment

COVID-19 has affected individual companies quite differently; it’s through this lens you should evaluate near-term changes to executive pay programs.

Read More

In the News

Oct 2, 2020

Agenda

Perk Problems Ensnare Another Company as SEC Clarifies COVID-19 Impact

“The new [C&DI] doesn’t change anything; for me it complicated matters," said Deborah Lifshey, managing director of Pearl Meyer. "These examples might not be relevant now or months from now. There are gray areas surrounding a lot of these perquisite questions."

Read In the News
Sep 28, 2020

Agenda

Workforce Transition a “Fuzzy Crystal Ball”

“While the full board is active in these conversations about work from home, compensation committees that have expanded charters focused on human capital, along with compensation, have their hands in deeper,” said Melissa Means, a managing director in Pearl Meyer’s Boston office.

Read In the News
Aug 1, 2020

Modern Healthcare

As Front-Line Workers Suffer Layoffs and Furloughs, Giving Executives Bonuses Can Stir Resentment

“There has to be some sense of equity. If there were a lot of furloughs and the organization isn’t hiring people back now, it is awfully tough to offer discretionary awards,” said Steve Sullivan, managing director, Pearl Meyer.

“Generally, executives [in healthcare] seem to be sharing more of the burden via pay cuts than in past recessions,” said Ed Steinhoff, managing director, Pearl Meyer.

Read In the News
Jul 10, 2020

Marketplace

How Meaningful are CEO Pay Cuts?

“I’m not sure there’s a formula [for cutting executive pay] that says, ‘If we do this, then we can keep X employees, but I think it is more of an internal solidarity and fairness issue about how you’re treating all levels of the organization,” said Beth Florin, a managing director at Pearl Meyer.

Read In the News

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