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Pearl Meyer
We advise Boards on aligning executive compensation with business strategy, making pay programs a powerful catalyst for value creation and competitive advantage
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Pearl Meyer retweeted
Main Data Group 7h
Over 25% of the CEOs in our study didn't receive a salary increase at all in fiscal 2018. Moreover, as a % of total direct comp, base salary continued to decline modestly, from a median 10.48% in 2017 and 11.44% in 2016.
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Pearl Meyer 7h
Our research & new conception of represent a significant & promising shift in the way engagement are structured & analyzed.
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Pearl Meyer 7h
Replying to @pearlmeyer
differences in developmental & promotional opportunities; differences in size & scope of roles; bias in role expectations (e.g. women often asked to be note-taker, plan work gatherings)...
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Pearl Meyer 7h
Just some of reasons we continue to find unconscious bias (vs overt discrimination) in hiring practices that lead to a : adjectives used on job advertisements;
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Pearl Meyer retweeted
Main Data Group Oct 11
for who founded their companies is often very different than non-founders. In the communication services sector, there's a wide disparity between founders (receive little pay) & non-founders (among highest comp levels in any industry).
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Pearl Meyer Oct 11
Replying to @pearlmeyer
But, don’t be surprised if we see some important changes when the final policy is released in November.
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Pearl Meyer Oct 11
For the 1st time in many years, ISS' proposed policy changes include almost no changes for compensation-related items.
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Pearl Meyer Oct 11
The desire/need for on boards w/ global experience will become more important, so companies will need to evolve & practices to attract & retain them.
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Pearl Meyer Oct 11
How to determine the right level of payouts in an incentive program:
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Pearl Meyer Oct 11
Is the right approach including performance measures based on concepts in incentive plans? It depends.
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Pearl Meyer Oct 10
ISS’ draft policy changes for 2020 were radio silent on compensation modifications.
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Pearl Meyer retweeted
IHA Oct 10
“An Executive’s Guide to Aligning Pay with Performance”—one week from today—is a free webinar for IHA members. Experts from will lead this business-forward webinar on Oct. 17 from 11 am to noon. Register at
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Pearl Meyer retweeted
Chief Executive Oct 10
How family-controlled companies can manage executive compensation so that it addresses the most common challenges—and maximizes competitive advantages.
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Pearl Meyer Oct 10
Recent data shows companies believe closing the is an important priority, so why do so few have specific policies & procedures in place?
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Pearl Meyer Oct 10
“You don’t want to have giveaways, but you don’t want to have plans so egregiously difficult that they never have payouts because execs will disengage from the program," says managing director, Steve Sullivan.
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Pearl Meyer Oct 10
A two-tiered structure would address the additional time requirements for far-flung directors but would raise ancillary issues such as proxy disclosure & lack of market prevalence.
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Pearl Meyer Oct 10
Interventions to increase should address the customary work/life considerations, but also consider how to enrich employees’ lives more generally so the work environment isn't adversely affected by other negative life experiences.
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Pearl Meyer retweeted
Nell Minow Oct 9
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Pearl Meyer retweeted
City & Financial Oct 9
“It’s outrageous that women are paid 27% less than men in the workplace, but there is a massive difference between pay gap and pay equity” - ‘The global perspective’ Simon Patterson
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Pearl Meyer Oct 9
Goal-setting is one of the most challenging aspects of designing an incentive plan. Avoid these pitfalls:
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