New Compensation: Rethinking remuneration

Reasons for modern incentive systems

• Applicants and employees of the present and future.
• Different expectations of generations X, Y, Z and Alpha.
• Corporate culture, purpose, strategy, values, goals.

Motivating, attracting and retaining employees

• Use remuneration and benefits for recruitment, recruiting and retention.
• Increasing employer attractiveness through sensible remuneration systems.
• Use Comp & Ben as motivators and performance incentives.

Design factors of modern incentive systems

• Increasing corporate success: potential and performance management.
• Extrinsic and intrinsic motivation.
• Target group-oriented and individualized incentives.

Tools and technology

• Modern remuneration principles and policies.
• Relevance of the leadership mindset.
• Fixed, flexible and iteratively variable elements.
• Qualitative and quantitative company, team and individual targets.

Centering employees - success orientation

• Definition of company-specific differentiation criteria.
• Objective measurement and subjective assessment.
• Key figure systems, target agreement, objective optimization.
• Company-specific design of compensation & benefits.

Elements that can be modernized

• Modernize forms of distribution: Kudos, time, experiences.
• Periods: annual, monthly, daily, project-related.
• Amount and scope of benefits.
• Best Practices.
• Ensuring affordability.

Your path to the new incentive system

• Analyze the current situation.
• Realize quick wins.
• Short, medium and long-term orientation of the incentive system.
• Project, goals, KPIs.
• Task force: steering committee, working groups, next steps.