In Australia today almost every company follows a somewhat similar formula for executive remuneration. Rather than creating remuneration schemes that incentivise their executives to perform, organisations follow a model that the market has come to expect.
Talent and remuneration
Over my career as a Non-Executive Director, management bench strength is the most common point of failure I’ve seen.
Defending executive compensation is impossible unless we get serious about “at risk” compensation
Too many Australian companies use a one size fits all executive remuneration model – that doesn’t reflect the needs or the industry of the organisation.