Compensation and reward programmes must do more than just drive your business.
The disclosure and governance rules regarding executive compensation and incentive plans are now more complicated, putting your organisation under closer scrutiny.
Companies need effective reward programs. Striking a balance between employee expectations and cost is a challenge, especially in light of the rapidly changing tax and legal landscape but also the workforce of the future. At PwC, we listen to your strategic goals and work with you to design a reward programme that supports your business and is advantageous to all stakeholders.
We will assist you in answering the all of your compensation & benefits questions, with particular emphasis on the areas of Reward strategy & design, Pay-mix advice, Positioning, Compliance and Governance.
We listen to your strategic goals and work with you to align your reward programmes with them. Employee motivation, satisfaction and a competitive pay package are essential for attracting and retaining talent. At the end of the day, it’s all about people.
Do you remember why your reward programme was put in place?
Is its purpose still relevant?
Does your reward programme support your talent agenda in terms of recruitment, development, motivation and retention?
Does your workforce understand their reward package?
We work with you to determine your reward strategy and make sure it’s aligned with business objectives. From guidance during strategic workshops and support for the design of tailor-made incentive programmes to more concrete actions such as pay-mix advice over performance alignment and target setting to formulating your new remuneration policy.
Being seen as an employer of choice and providing the right compensation package to key executives and top management means you’ll be able to attract, motivate and retain the right people while optimising their employee cost.
When choosing the reward package to offer your top management, ask yourself three questions:
Our team can guide you to finding the most suitable, legally compliant status based on a structured approach. Along the way, we’ll:
Compensation and reward programmes should motivate the people who drive your business. Disclosure and governance rules regarding executive compensation and incentive plans have become more complicated and part of the public debate, putting your organisation under closer scrutiny. At the same time, workforce expectations and needs are changing rapidly and adapting to a new way of working.
We can help you develop a market-driven total compensation programme that meets executive and employee expectations, while satisfying governance and outside review.
Successful transactions consider all aspects of a corporation, not just the business or the potential synergies, but also the reward factor. Employee motivation can make or break a deal. Reward in transactions is often more complicated than stakeholders are aware. Aligning reward packages my lead to in depth restructuring or even a cancellation of certain reward elements. Moreover, next to job security and changes in compensation one of the key concerns for employees is the impact on their existing equity incentive plans. So, making sure their reward package remains attractive is crucial.
Further to the increased scrutiny from public and more defined stakeholders, (non-)executive directors and remuneration committees are expected to act decisively in the field of corporate governance. Our experience may help you lead and support discussions regarding (executive) remuneration via market surveys and analyses based on strategy, performance, comparative analyses and scenario analyses.
Such analyses can help remuneration committees or (non-)executive directors determine the appropriateness of the remuneration policy being considered or already in place against the relative performance of the company as compared to that of peer companies.
Scenario analyses and cost/benefit calculations may also help to further fine tune the remuneration policy to calibrate possible pay outs to different levels of company performance.
PwC's remuneration surveys for executive and non-executive directors provide an extensive overview of the salary packages paid to directors (i.e. base salary, variable salary, Long Term Incentive Plans, company car, pension and other perquisites).
Our remuneration survey for non-executive directors provides data unique in the Belgian market. Our Corporate Governance survey examines the compliance of organisations with the Corporate Governance code.
We also help organisation with tailored benchmark surveys whereby the approach and participants to the tailored survey are agreed in consultation with you.
Any changes to the reward practice will likely trigger questions from employees. They should be provided with adequate information from the start, but not overloaded with it. It is important to carefully consider what should be communicated at which stage. An analysis of the impact of the envisaged changes may help to plan and spread communication.