It would appear cash is king once again as a long-term incentive of choice for U.S. companies, yet equity-based incentives such as stock options are still an attractive retention tool, according to research from Buck Consultants.
The firms annual Global Long-Term Incentive Practices Survey confirmed that companies are substituting cash LTI for
Equity long-term incentives are generally being cut back to be more for senior executives who can really impact the bottom line and thus the stock price, says Sandra Sussman, a director in Buck Consultants compensation practice. That said, equity-based incentives in particular are very much an attraction and retention tool and thats what companies generally use them for.
The survey examined the global long-term incentive compensation practices of more than 130 participating companies in 40 countries. Multinational companies considering the use of equity-based LTI on a global basis must consider, among other things, the culture, local market conditions, regulatory challenges and tax implications of each country where employees are located.
In the U.S., use of cash as a long-term incentive rose from 1% in 2011 to 10% in 2012 to 14% in 2013.
In looking at the total package, longer term incenctives whether theyre cash-based or equity-based are definitely going to be more of a
As for future trends, Sussman believes employers may increasingly look to
The effects of the Affordable Care Act, meanwhile, on the compensation mix in general are being somewhat overlooked, says Sussman.
For example, if a company chooses to drop some employees hours to under 35/week in order to not have to offer health insurance, that goes to compensation and what are you going to do to make up for that? she says. Are employees looking for other reasons to stay at companies? Probably. But if you flip that around, companies need to look at other ways to compensate employees because benefits have always been part of that overall total rewards mix.