We do not recommend having a policy that stipulates childcare is necessary. For one thing, in practice, it often isn’t necessary. Lots of employees are able to do their jobs just fine while supervising children in the home.
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Equity Compensation has been slowly going through its own version of climate change. Much like our planet, the environment for equity compensation has been changing for decades and very few have adjusted or even noticed. Whether you agree with the causes of climate change it is hard to deny that weather is different than it was even 50 years ago. Regardless of the driving forces, it is impossible not to recognize that equity compensation is delivering different results than it was when it became the major currency of tech startups in the 1980s and 1990s.
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A bigger issue may be figuring out to properly pay and reward the most highly productive when you no longer have the ease of patting them on the back or giving them public recognition. There is no doubt that the biggest issue is work-life balance. Solutions to that issue will require new thoughts on compensation succession planning and workforce tools.
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Equity compensation is an area where many compensation professionals lack confidence on even the most standard of programs. ISOs, Non-Quals, PSUs, RSUs, ESPPs are pretty much the extent of most programs in the U.S. From a management perspective these programs are a bit like computer worms or viruses. They have tentacles that stretch in securities law, employment law, corporate governance, valuation, accounting issues, monetary rules, and tax concerns. A simple change of employee venue can change any, and sometimes all, of these.
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How ready are you to attract new employees to your organization or better yet retain your employees?
Talent is key to the success of any organization. Talent Acquisition is an ongoing strategy that focuses on long-term human resources planning.
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