In 2020, the pandemic led to office shutdowns, which in turn prompted layoffs and decreased compensation. The following year was marked by companies trying hybrid work models, and the “Great Resignation.” In 2022, hyperinflation, hyper employment tension, and higher compensation have dominated the business landscape. With a possible recession on the horizon in 2023, organizations are feeling compensation whiplash.

Zayla’s forward-looking strategy helps you navigate volatility, so you can attract, retain, and motivate all-star leaders and staff—in any economic cycle.

Yes. At Zayla, we begin by analyzing your internal company goals. We mine market data and peer-company practices to develop short- and long-term incentive programs that maximize company performance and align performance and payouts.

Your executive compensation program stems from company performance, philosophy, and culture, combined with long-term goals. We also look at external market practices and the macroeconomic environment in your industry, to advise you on competitive strategies.

First ask your prospective consultant about their industry experience and success with similar projects. Zayla has a long track record of making innovative recommendations for compensation strategy, and the boardroom EQ to navigate complex relationships. We only take on a new project if we believe we can dedicate the necessary time to successful implementation.

We typically recommend reviewing your long-term incentive plans as frequently as you mark awards. For most companies these awards are made annually or every other year.