How to Really Pay for
Many companies say they pay for performance but
few truly pay for performance and strongly differentiate pay
and other rewards based on performance. This presentation:
— Tests the strength of your organization’s link between
performance and pay.
— Shares workable ways companies enhance the linkage between
— Shows how to more strongly differentiate base pay and variable
pay based on
— Suggests how to engage managers, communicate the message of
change to the
workforce, and make it work.
||Designing Rewards to Support
a High-Performance and High-Engagement Workforce
Not only do companies need to attract the
necessary talent, they must also keep those they have. Total rewards
are an important part of the solution and this presentation tells
you why and how. It:
— Addresses "best practice" and "how to"
solutions for aligning the workforce with
your business in support of your business case
for changing rewards.
— Describes building a reward strategy and a business case for
— Provides examples and case histories of companies that have used
successfully as a major communicator of values
||Variable Pay and Business
Variable pay (cash incentives and stock
options/equity) has become the "accelerator pedal" for
aligning people with business goals. But storm clouds are rising
where companies are finding they are not reaping the advantage they
seek. This presentation:
— Provides guidance on how best to develop or "repair"
existing variable pay
solutions so they deliver expected results.
— Addresses alternatives, workable solutions, measure and goal
selection, and mix
of total compensation.
— Shows how variable pay fits in a contemporary total reward and
total pay solution.
Using Base Pay and Variable
Pay Together Effectively
This presentation is valuable to organizations
that are presently using variable pay and want to revitalize it, are
exploring new ways to develop base pay, or are struggling with
either skill, competency, or job-based solutions to base pay now in
— Provides practical guidelines concerning the effective design
of variable pay and base pay.
— Shows how to make your existing variable pay solution add value
to the business
and be accepted by the workforce.
— Addresses how to determine the mix of total cash compensation
— Introduces base pay solutions that address the critical roles
base pay must play
in your company:
1. Acknowledging skills and competencies
2. Rewarding consistent performance over time
3. Reflecting the labor market.
||How to Use Rewards to
Attract and Engage “Superkeepers”
are talent your organization cannot do because they use their
business-critical competencies and skills to achieve business
results. This presentation:
— Shares how to identify superkeepers who may be at many levels in
— Shows ways to use reward elements to engage superkeepers.
— Provides a process for ensuring rewards for superkeepers are
Measuring and Managing
Powerful and effective performance measurement
and feedback are essential to effective workforce management. This
— Reviews the most current trends in measuring and managing
including cascading goals, balanced scorecards,
and multisource feedback
— Suggests how your company can develop and implement
performance management solutions that align the
workforce with business goals
and company values.
— Shares tips on how to engage the workforce and managers in an
performance management process.
— Provides examples of managers giving feedback in difficult
||Management and Supervisory
How to reward managers and supervisors is a
continuing challenge. Total rewards will increasingly play a role in
making companies attractive to the best leadership teams. This
— Shows how your company can develop exciting leadership rewards
that make a
positive statement to your shareholders and
— Provides some answers about how you can best design leadership
rewards to set
a positive example for how everyone else in the
enterprise is rewarded.
How to Become a
Organizations must use more than just rewards to
become high performance. This presentation:
— Defines high-performance organizations.
— Shows how organizational elements—one of which is
rewards—work together to
engage top-performing talent and create a
— Provides practical ways to use total rewards to become a
Executive Compensation in
— Shares trends in executive compensation for not-for-profit
— Provides information on IRS Intermediate Sanctions and its
impact on executive
compensation in not-for-profit organizations.
— Offers examples of effective executive compensation programs
that are reasonable and reward performance.
||Total Rewards and Total Pay
This straightforward presentation:
— Shows why and how total rewards and total pay add value to your
— Provides six reward principles that can lead to effective total
— Shows how to make reward change a positive force for workforce
— Delivers an upbeat message on how best to design, communicate,
and gain acceptance of rewards that make business
and High-Commitment Rewards for a Scarce-Talent Workforce
Face it, some types of talent are crucial to the
success of your enterprise. Whether knowledge workers, people with
the organization’s core competencies or leadership, providing an
exciting and unique reward solution may be the best investment your
enterprise makes. This interactive presentation:
— Shows talent-securing total reward strategies for critical key
— Addresses how your company can focus on skills and performance
competing for scarce talent.
— Focuses on talent areas such as information technology,
engineering, and Internet
technology where companies need people and
performance at the same time.
Organizations need executives to lead the way to
high performance. Development of strategic directions for the
executive rewards program and tying this to key goals and objectives
are central to organizational success. This presentation:
— Shares trends in executive compensation.
— Assists in development of executive compensation strategic
— Identifies metrics that create value for all stakeholders.
— Discusses rewards that attract and retain the very best
— Develops executive rewards that serve as a role model for the
Managing Your Career as a
Total Rewards Professional
Our profession has a major opportunity to add
value by increasing the effectiveness of one of your
organization’s largest costs—pay and rewards. This presentation:
— Assesses your engagement level in the total rewards profession
— Shows how to get senior management’s attention about the
importance of rewards
and earn a seat at the organization’s strategy
— Suggests ways to enhance your career and job satisfaction.
||Rewarding the Salesforce
The field salesforce is often an enterprise’s
primary contact with its customers. But is your sales reward and
compensation solution delivering the goods for your business? This
— Provides guidance on how best to design a total reward and
solution for sales professionals that helps your
company perform up to
— Addresses the new selling roles, sales teams, measures, and
— Shows how best to design sales incentives that make the
salesforce part of the
overall company effort to succeed.
— Demonstrates how to tie how the salesforce is rewarded to how
the rest of the
workforce is rewarded to maximize business
||Recognition and Celebration
People work for more than pay—they want a
workplace that celebrates, congratulates, and recognizes them as
important. This presentation:
— Is about going past the often trite "employee of the
month" to make recognition
and celebration the "overdrive" of
total rewards and total pay.
— Shows how and when to recognize and celebrate, and how to make
and celebration an essential element of total
— Addresses how to match recognition and celebration to your
— Provides guidance about how to keep a recognition and
celebration initiative alive
and exciting over the long term.
||Developing Team Pay to Lead
the Transition to Teams
How to design total rewards for teams is a
challenge and an opportunity. Unless rewards support team
performance, they will surely erode it. At some point, organizations
that have moved to teams must address the issue of whether or not to
reward team performance to reinforce team goals and objectives. This
— Provides solid information about how to develop workable and
practical team pay
whether you have real teams or are interested in
forming an effective collaborative
— Addresses the issues that may have been keeping your
organization from moving
to team pay if you already have teams.
— Provides examples of team pay from high-performance companies in
a wide range
of situations and business opportunities.
||Skill and Competency Pay:
Developing Practical Solutions to Add Value to Your Business
— Offers examples of skill and competency pay plans that were
effectively and promptly as part of major
— Provides learnings from best practice and examples of what works
and what may
not work for your company and why.
||SZA "Hot Topics"
of Current Interest
We customize presentations, workshops, and
seminars on leading-edge topics. This permits us to address a wide
range of current topics from executive compensation to scarce talent
rewards to new variable pay and base pay approaches and to effective
design of performance measurement and management. We constantly
update our presentation and seminar topics to keep them current.