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Glossary of Marketing Terms
View GlossariesLong Term Incentive Compensation
Long-term incentive compensation (LTIC) refers to rewards or benefits provided to employees over an extended period, typically spanning multiple years, to incentivize long-term performance, loyalty, and retention.
What is long-term incentive compensation (LTIC)?
LTIC aims to reward sustained performance and contributions to the organization's objectives beyond the immediate term, such as achieving strategic goals, driving innovation, or enhancing shareholder value.
What are common types of long-term incentive compensation?
Common types of long-term incentive compensation include:
- Stock options: Stock options give employees the right to purchase company stock at a predetermined price (the exercise price) within a specified period (the exercise period). Stock options typically vest over time or based on the achievement of performance milestones, providing employees with the opportunity to benefit from increases in the company's stock price over the long term.
- Restricted stock units (RSUs): RSUs are awards of company stock that vest over time or upon the achievement of specific performance goals. Unlike stock options, RSUs typically have no exercise price; instead, employees receive shares of company stock outright upon vesting. RSUs provide employees with ownership in the company and the potential to benefit from increases in the stock price over time.
- Performance shares: Performance shares are awards of company stock that vest based on the achievement of predetermined performance metrics or goals, such as financial targets, operational objectives, or stock price performance relative to industry peers. Performance shares align employee interests with the organization's strategic objectives and provide a direct link between performance and reward.
- Phantom stock: Phantom stock is a cash-based incentive plan that simulates the value of company stock without granting actual ownership. Employees receive cash payouts based on the increase in the company's stock price over time, providing them with a financial incentive to contribute to the organization's long-term growth and success.
- Deferred cash bonuses: Deferred cash bonuses are cash awards that are earned based on achieving long-term performance goals or objectives. Instead of being paid out immediately, these bonuses are deferred to a future date, typically several years after the award is granted. Deferred cash bonuses encourage employees to focus on long-term value creation and retention, as the payout is contingent on continued employment and achievement of performance criteria.
What are the benefits of offering long-term incentive compensation to employees?
Offering long-term incentive compensation to employees can provide several benefits for both the organization and its employees:
- Employee retention: LTIC plans can help attract and retain top talent by providing employees with a stake in the organization's long-term success. Vesting schedules and performance-based criteria incentivize employees to stay with the company and contribute to its growth over time.
- Alignment of interests: LTIC plans align employee interests with those of shareholders and other stakeholders by rewarding performance and value creation over the long term. Employees are motivated to focus on activities that drive sustainable growth and shareholder value, rather than short-term gains.
- Performance motivation: LTIC plans incentivize employees to perform at their best and strive for excellence in achieving organizational goals. Performance-based awards encourage employees to stretch their capabilities, innovate, and collaborate to achieve strategic objectives.
- Ownership culture: Equity-based LTIC plans, such as stock options or restricted stock units, promote an ownership culture among employees by giving them a direct stake in the company's success. Employees are more likely to act in the organization's best interests and take a long-term perspective on decision-making.
What factors should organizations consider when designing long-term incentive compensation plans?
When designing long-term incentive compensation (LTIC) plans, organizations should consider several key factors to ensure that the plans align with their strategic objectives, attract and retain top talent, and motivate employees to drive long-term value creation. Some factors to consider include:
- Organizational strategy: LTIC plans should align with the organization's strategic priorities and long-term goals. Consider how the LTIC plans can support key strategic initiatives, such as growth expansion, innovation, market leadership, or shareholder value creation.
- Industry norms and best practices: Research industry norms and best practices regarding LTIC plans to ensure that the organization's plans remain competitive and attractive to top talent. Benchmark against peer companies in the same industry to understand common LTIC structures and award levels.
- Employee preferences: Consider the preferences and expectations of employees when designing LTIC plans. Different employees may value different types of incentives, such as equity-based awards, cash bonuses, or performance shares. Tailor the LTIC plans to accommodate diverse employee preferences and motivations.
- Performance metrics: Define clear and relevant performance metrics or goals that employees must meet to earn LTIC awards. These metrics should be aligned with the organization's strategic objectives and provide a direct link between performance and reward. Consider using a balanced scorecard approach that includes financial, operational, customer, and employee metrics.
- Vesting schedules: Determine the vesting schedules for LTIC awards, including the timing and conditions under which awards will vest. Vesting schedules can be based on time (e.g., cliff vesting, graded vesting) or tied to the achievement of performance milestones or targets.
How do organizations ensure the effectiveness and fairness of their long-term incentive compensation plans?
Ensuring the effectiveness and fairness of long-term incentive compensation (LTIC) plans requires careful design, implementation, and ongoing monitoring. Organizations can take several steps to achieve these objectives:
- Clear objectives and performance metrics: Clearly define the objectives and performance metrics of LTIC plans to align with organizational goals and shareholder interests. Ensure that performance metrics are relevant, measurable, and transparent to employees.
- Performance evaluation and Calibration: Regularly evaluate and calibrate LTIC plans to ensure that they remain effective and aligned with changing business priorities. Monitor performance against established metrics, adjust targets as needed, and make timely adjustments to LTIC awards to reflect actual performance.
- Equity and fairness: Design LTIC plans to promote equity and fairness among employees. Ensure that LTIC awards are allocated based on objective criteria, such as performance, contribution, and tenure, and that all eligible employees have an equal opportunity to participate in the plans.
- Transparency and communication: Communicate LTIC plans to employees clearly, transparently, and regularly. Provide employees with detailed information about the purpose, structure, eligibility criteria, award calculations, vesting schedules, and performance metrics of LTIC plans. Encourage open dialogue and feedback to address any concerns or questions.
How are long-term incentive compensation plans typically communicated to employees?
Effective communication is critical for the successful implementation of LTIC plans. Organizations typically communicate LTIC plans to employees through a variety of channels, including:
- Formal documentation: Employers provide employees with formal documentation outlining the terms and conditions of the LTIC plans, including plan summaries, award agreements, and plan documents. These documents detail eligibility criteria, award calculations, vesting schedules, performance metrics, and other relevant information.
- Employee meetings or presentations: Employers may hold informational meetings, seminars, or presentations to communicate LTIC plans to employees. These sessions provide an opportunity for HR representatives, senior leaders, or external consultants to explain the purpose of the plans, their structure, and the potential benefits for employees.
- One-on-one discussions: Managers may engage in one-on-one discussions with their direct reports to explain LTIC plans in more detail and address any questions or concerns they may have. These discussions allow managers to provide personalized guidance and support to employees based on their individual circumstances.
- Online resources: Employers may provide employees with access to online resources, such as intranet portals, webinars, or interactive tools, to learn more about LTIC plans. Online resources can supplement other communication channels and provide employees with convenient access to information.
How are long-term incentive compensation plans typically structured?
Long-term incentive compensation (LTIC) plans are typically structured to align with the organization's strategic objectives and performance goals. While the specifics may vary depending on the organization's industry, size, and unique circumstances, LTIC plans often share certain common elements:
- Objective setting: The organization establishes clear long-term objectives and performance goals that align with its strategic priorities and shareholder interests. These goals may include financial metrics (e.g., revenue growth, earnings per share), operational targets (e.g., market share, customer satisfaction), or stock price performance relative to industry peers.
- Incentive vehicles: LTIC plans may utilize various incentive vehicles, such as equity-based awards (e.g., stock options, restricted stock units), cash bonuses tied to long-term performance metrics, or deferred compensation arrangements. The choice of incentive vehicle depends on factors such as the organization's industry norms, regulatory considerations, and employee preferences.
- Vesting schedule: Equity-based awards typically have a vesting schedule that specifies when employees become entitled to the shares or options granted to them. Vesting may occur over time (e.g., 3 years with one-third vesting each year) or be tied to the achievement of performance milestones or targets.
- Performance metrics: Performance-based LTIC plans often include specific performance metrics or goals that employees must meet to earn the rewards. These metrics may be financial (e.g., revenue growth, profitability), operational (e.g., product development milestones, market expansion), or strategic (e.g., achieving sustainability targets, enhancing customer loyalty).
- Communication and administration: Clear communication and administration are essential for the success of LTIC plans. Organizations typically provide employees with detailed documentation outlining the terms and conditions of the plans, including eligibility criteria, award calculations, vesting schedules, and performance measurement methodologies. HR departments or dedicated compensation committees are responsible for administering the plans and ensuring compliance with regulatory requirements.
How does long-term incentive compensation differ from short-term incentives?
Long-term incentive compensation differs from short-term incentives primarily in terms of the time horizon and objectives. Short-term incentives are designed to reward immediate performance and achievements within a relatively short period, often within a single fiscal year.
These incentives may include annual bonuses, sales commissions, or performance-based awards tied to quarterly or annual goals.
In contrast, LTIC is focused on rewarding sustained performance and contributions over an extended period, typically spanning multiple years. LTIC plans often have longer vesting periods or performance measurement periods, and they are structured to align with the organization's long-term strategic objectives.
While short-term incentives are typically used to drive short-term results and behavior, LTIC aims to incentivize behaviors and outcomes that contribute to the organization's long-term success and growth.
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