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	<title>VisionLink Blog</title>
	<link>http://blog.vladvisors.com</link>
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		<title>Facebook and Value Sharing</title>
		<description><![CDATA[Core Principle of Compensation Design: Value Sharing Attracts the Best Talent and Magnifies Results To achieve sustained success, companies must attract and keep talented people that know how to compete and are willing and able to assume a stewardship role in representing shareholder interests towards growth. For such a relationship to be properly fostered, owners and [...]]]></description>
		<link>http://blog.vladvisors.com/current-pay-trends-and-topics/facebook-and-value-sharing</link>
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		<title>Phantom Stock,The Mystery is Over! VisionLink Launches New Website</title>
		<description><![CDATA[Over the past several years, interest has been building in “phantom” equity arrangements.  Businesses large and small are intrigued by the idea of sharing value with key employees without giving away actual stock.  That said, while many have heard about the concept, to most phantom stock remains a mystery.  As a result, they’ve taken to [...]]]></description>
		<link>http://blog.vladvisors.com/current-pay-trends-and-topics/phantom-stockthe-mystery-is-over-visionlink-launches-new-website</link>
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		<title>Fatal Compensation Mistakes #4 and #5</title>
		<description><![CDATA[We’ve explored fatal mistakes one through three. Let’s take a look at four and five. #4 Most companies have a short-term incentive plan (e.g., an annual bonus plan). This plan is intended to focus employees on short-term success and reward them for positive results. Yet companies also have long-term goals. Why don’t most have a [...]]]></description>
		<link>http://blog.vladvisors.com/uncategorized/fatal-compensation-mistakes-4-and-5</link>
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		<title>Improving Your Management Thinking will Enhance Your Compensation Planning</title>
		<description><![CDATA[Compensation design needs context.  It grows out of a larger process of thinking about the business&#8211; how it will innovate, who its primary competition is, how it will manage change, what kind of culture it needs to nurture, where it&#8217;s customers want to &#8220;go&#8221; next, and so on.  Without that broader framework in mind, its [...]]]></description>
		<link>http://blog.vladvisors.com/current-pay-trends-and-topics/improving-your-management-thinking-will-enhance-your-compensation-planning</link>
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		<title>Fatal Mistakes 2 and 3</title>
		<description><![CDATA[As mentioned last time I recently presented a webinar on the 8 Fatal Compensation Mistakes. Here was number 1. Today—mistakes 2 and 3. These are the two biggest mistakes businesses make with regards to their bonus plans. First—mistake #2: Using ad hoc bonuses These are bonuses determined at the end of the year—aka “subjective bonuses.” [...]]]></description>
		<link>http://blog.vladvisors.com/current-pay-trends-and-topics/fatal-mistakes-2-and-3</link>
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		<title>WSJ&#8211;How to Fix Executive Compensation</title>
		<description><![CDATA[Recently, the Wall St. Journal ran an article that provides insight into how a company can tailor executive compensation to better  fit a &#8220;pay for performance&#8221; rewards architecture.  I found myself agreeing with almost everything the author had to say, so determined I&#8217;d quote here from the piece by Alex Edmans and offer my commentary [...]]]></description>
		<link>http://blog.vladvisors.com/recession-strategies/wsj-how-to-fix-executive-compensation</link>
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		<title>8 Fatal Compensation Mistakes</title>
		<description><![CDATA[Earlier this week I presented a webinar to CEOs and other business leaders. I was asked to examine the biggest mistakes made by businesses with respect to their compensation programs. I&#8217;ll review these in this spot over the  next couple of weeks. Today I begin with number 1. The most important place to begin is [...]]]></description>
		<link>http://blog.vladvisors.com/current-pay-trends-and-topics/8-fatal-compensation-mistakes</link>
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		<title>The Deferred Compensation Comeback</title>
		<description><![CDATA[One of the more popular executive benefit plans of the past 30 years has been deferred compensation (DCP)&#8211;a program under which higher paid employees could voluntarily defer portions of their pre-tax income to a future date such as retirement. The plans are particularly helpful to employees wishing to contribute more to tax-qualified plans such as [...]]]></description>
		<link>http://blog.vladvisors.com/current-pay-trends-and-topics/the-deferred-compensation-comeback</link>
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		<title>What Deserves to be Rewarded?</title>
		<description><![CDATA[Every CEO or business owner has a unique set of  performance factors he or she wants executed which are considered crucial to the achievement of the company&#8217;s  growth goals.  However, in my view, more importantly there are  categories of outcomes that every company should have as a  focus regardless of their industry, size or niche. [...]]]></description>
		<link>http://blog.vladvisors.com/uncategorized/what-deserves-to-be-rewarded</link>
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		<title>The Rewards Pyramid&#8211;Checking on Alignment</title>
		<description><![CDATA[How well do your employees understand the connection between your organization&#8217;s goals and their pay? Here&#8217;s an easy way to find out. Ask them, one-by-one, to respond to four simple questions: 1. Where do you see the company headed? 2. What do you think are the essential things that must happen to achieve our best results? [...]]]></description>
		<link>http://blog.vladvisors.com/current-pay-trends-and-topics/the-rewards-pyramid-checking-on-alignment</link>
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