The New Shape of Work interview series addresses the challenges and uncertainty in the current business environment with a focus on how to transition to a more agile workforce for the future.
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In this episode, Gordon Frost, Mercer’s Global Rewards Solution Leader, is joined by two colleagues, Peter Boreham, European Executive Compensation Practice Leader, and David Thieke, Head of US and Canada Executive Rewards Practice. They discuss the effects of current economic uncertainty and market volatility and how companies are adjusting their executive reward plans to keep pace with the rapidly changing business environment.

Interesting moments:

  • Positioning exec comp

    Companies are placing increased value and weighting on telling their compensation story. They are centred as much around the how and why for executive pay level and programme designs as the quantum of how much the executives are paid.

  • Innovation in compensation

    Many people think innovative executive compensation programmes have the most bells and whistles. But sometimes what it means is a streamlined and targeted programme and fit to their situation. 

  • Regulatory impacts

    We have binding votes on compensation policy where, every four years in the EU and three years in the UK, you get the policy approved. Once that's approved, you cannot go outside it without shareholder approval. That held down executive compensation.

  • Global vs. local

    Given their proximity to the US, some Canadian organisations are more attuned to practices and pay levels in the US. If they are going to recruit in this global talent market, they need to be a little bit more flexible.

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