Most companies do not employ a holistic view to remuneration (compensation). Unfortunately, this results in employee dissatisfaction with their fixed or variable pay or both. It also creates disconnection between the employee and management related to pay for performance and creates the potential for barriers to change efforts. Ultimately this leads to suboptimal performance and turnover.
ROIG developed a Nine Elements of Compensation Philosophy to combat these barriers and guide leadership through the compensation development process. This process leverages our in-depth knowledge of performance analytics and how they connect to strategy, coupled with both financial and human resource acumen.
Coming soon! International retailer case study on increasing ASP, conversion rates and basket size with a revised compensation and recognition program.