Ideally, CEOs want talent that is inspired by the mission and culture of their organization and derives deep satisfaction from crushing their goals and driving the enterprise forward.
According to Chief Executive’s compensation survey, most companies don't follow best practices for motivating CEOs and other senior executives.
Peter Georgescu, former CEO of Y&R, has teamed up with Home Depot co-founder Ken Langone to urge CEOs to raise employee wages to grow the middle class—and save capitalism from itself.
There's no denying it—increasing the minimum wage could have a significant negative impact for companies with employees in that pay bracket.
It’s a new age of corporate culture, and companies are making a splash by adopting philosophies that put the employee at the center of organizational growth.
Wells Fargo isn't the only company reassessing its sales culture in the wake of the fake accounts scandal that ended former CEO John Stumpf's career. Other businesses, too, are questioning the value of traditional selling practices that have typically rewarded individual performance above all else.
As mid-market companies continue to leverage executive talent to drive growth, they're increasing compensation and using more pay-for-performance options.
Imagine an incident occurs at a competitor, resulting in an immediate decline in market cap and an increase in regulatory focus on your industry.
Restaurants Unlimited CEO Jim Eschweiler has learned something about the viability of a “living wage” for his employees, and about the generosity of his customers: Each has limits.
Both sides of the “intrinsic vs. extrinsic” incentive debate can find individual studies that support their argument. Also, there are literally hundreds of studies available about motivation. A more productive literature review looks at meta-studies—essentially ‘studies of studies’—to show what all of the research says in aggregate.