How to Create an Executive Benefits and Executive Compensation Plan: A Guide for Business Owners

Understanding Executive Benefits and Compensation Planning for Private Companies

To craft an executive benefits plan so you can drive organizational success, it’s important to understand its foundational components.

What constitutes executive compensation?

Executive compensation is a combination of base salary, bonuses, long-term incentives, benefits, and potentially, several other components.  It is designed to align the interests of senior executives with that of the company and its shareholders.

Here is a quick overview of each component with more detail later on in this article.

• Base Salary: The fundamental fixed component of compensation, determined by the executive's role, experience, and market benchmarks.

• Bonuses: Typically tied to short-term performance metrics. They could be linked to the company's financial performance, achievement of strategic objectives, or individual performance metrics.

• Long-Term Incentives: Often the largest part of an executive's compensation. These can take the form of stock options, restricted stock, or performance shares. Their primary purpose is to encourage executives to make decisions that boost shareholder value over extended periods.

• Benefits: These might include health and life insurance, retirement plans, and sometimes, perks exclusive to executives like personal security, use of the company aircraft, or club memberships.

• Other Components: This might encompass severance packages, pension plans, and 'golden parachutes' in case of mergers or acquisitions.

Why executive compensation planning should be different than employee compensation

Every employee is important, but executives are the driving force behind strategic decisions, your company direction, and overall performance.  

Here are the four key reasons why their compensation should be structured differently.

1. Alignment with Stakeholders: Executive compensation is designed to align the executive's interests with the shareholders. This ensures that decisions made at the top lead to shareholder value enhancement.
   
2. Risk and Responsibility: The risks and responsibilities shouldered by executives are immense. They're often in the public eye, and their decisions can make or break a company. This heightened responsibility justifies their unique compensation structure.
3. Retention and Attraction: As stated above, top talent, especially at the executive level, is in high demand. A well-structured compensation plan can be the difference between retaining a valuable executive or losing them to competitors.
4. Performance Metrics: Unlike standard employee bonuses that might be tied to simpler metrics, executive bonuses and incentives are often linked to a broader range of company-wide performance indicators, from stock performance to expansion metrics.

It’s a different type of role than other employees, and it needs a different compensation plan.

Your 5-Step Guide to Creating an Executive Benefits and Executive Compensation Plan 

Your plan should be robust and attractive, but it also should be strategic and well-researched.   

Here are 5 steps to create an effective executive benefits plan. 

Step 1: Align Your Benefits and Compensation Plan with Business Goals and Values 

An effective executive benefits plan actively resonates with your company’s core objective’s and cultural values. 

It’s not just about paying a top-tier salary (although this is important), it’s about fostering a culture of shared purpose.  Tying your compensation to clear business goals and values helps guide your executive decision-making, behavior, and initiatives. 

Example 1: You’re running a tech startup, and you are aiming for a lucrative exit strategy in the future.  With this business goal, you might employ a compensation plan heavy on stock options, encouraging executives to maximize shareholder value in anticipation of an IPO, acquisition, or SARs.  

Example 2: Your business is committed to advancing innovation and being at the forefront of industry developments. These are core company objectives, and you want to keep your executives at the cutting edge. You might consider tying a portion of your executive's annual bonus to the successful launch of new products, adoption of pioneering technologies, or the achievement of specific research and development milestones. 

When designing an executive benefits and compensation plan, we encourage business owners to first start with “the end in mind.”  When you know what you want to achieve and what culture you want to foster, you can maximize your planning efficiency. 

Step 2: Research Industry Standards and Competitor Packages 

Staying updated with industry compensation trends is critical. Offering a benefits and compensation package that’s either too modest or too generous can lead to a multitude of challenges.  

Arm yourself with accurate and comprehensive market data, and you will be able to position your business advantageously. 

Ways to Perform Compensation Package Research 

1. Consider your industry: Your industry’s growth rate, average company size, typical profit margins, and even regulations can influence benefits packages.  A tech startup compensation package should probably look a lot different than an established player in the manufacturing sector. 
2. Consider your region: Geography is important.  The cost of living, the availability of talent, local business ecosystems, and even cultural nuances can influence what’s considered a competitive package. For example, an executive working in New York City might expect a substantially different package than their counterpart in Boise, Idaho, even if their responsibilities are identical. This variation isn't just about base salaries; it extends to benefits, bonuses, and even non-tangible perks like flexibility or access to certain amenities.
3. Analyze competitors: Platforms like Glassdoor and Payscale offer a wealth of compensation trends across various roles and industries.  Use these as a starting point to help stay up to date on trends.
4. Engage in peer networking: Direct networking can be an insightful research channel.  Engaging with fellow business owners, attending industry conferences, or joining specialized industry groups can help paint a more holistic picture of current trends and expectations.
5. Work with an executive benefits and compensation consultant or advisor: Expert business financial planners can provide more granulate and accurate information about current industry trends as well as help you with the overall structure of your compensation plan 

Step 3: Establish your Executive Compensation Structure for Incentives  

 

 

So many compensation structures and strategies to choose from. David Silver, Instrumental Wealth President and CEO, talks synthetic equity, executive bonuses, SERPs, and SARs at a high level.  

You’ve done the research and established your business’ goals and values. Now it’s time to build your compensation incentive structure.  You have a lot of options depending on what you want to achieve. 

Competitive Base Salary Foundation 

The executive’s base salary is the guaranteed, often most visible part of the plan.  It provides financial stability for the executive, and it also conveys how much the company values the role’s importance. 

Use the research and competitor analysis conducted in step 2 to establish a competitive base salary for your executive.  Some factors to consider include:  

1. The Role Responsibilities: What are the complexity, scope, and demands of the role? 
2. Industry & Geography: What are peers in similar positions within your industry and region earning? 
3. Company Size & Revenue: Does the base salary reflect the company’s annual revenue?  Oftentimes the more revenue, the higher the base salary. 

Equity compensation vs equity-based compensation 

 

 

 

How is Equity-Based compensation different from equity? David Silver, Instrumental Wealth President and CEO, explains the similarities and differences.  

Though often used interchangeably, business owners should recognize the nuanced differences between equity-based compensation and equity compensation. 

Equity compensation refers specifically to the direct provision of ownership shares or stakes in a company to an employee, typically in the form of actual stock or shares.  

For instance, if an executive is granted 1,000 shares of company stock, they have actual ownership of a portion of the company and, with it, the rights of a shareholder. This can include voting rights, dividends, and a claim on a portion of the company's assets and earnings.

Such direct equity grants can be influential in aligning an executive's or employee's interests with the broader goals of the company, as their financial well-being becomes tied to the company's performance. The most common forms of direct equity compensation include Restricted Stock Units (RSUs) and stock options (see below).

Equity-based compensation, on the other hand, provides the financial benefits of equity ownership without bestowing actual ownership or stock. It's a way to offer the economic advantages tied to company performance and stock valuation, without giving away company ownership or voting rights.

Some examples of this are synthetic equity or phantom stock described in more detail below.

The equity-based compensation approach can be advantageous for business owners who want to reward and incentivize without diluting company ownership.

 

Types of Equity Compensation 

1. Incentive Stock Options (ISOs) 

 

 

 

David Silver, Instrumental Wealth President and CEO, shares insights on Incentive Stock Options. 

Incentive Stock Options (ISOs) are a type of stock option that qualifies for special tax treatment under the U.S. Internal Revenue Code. ISOs offer executives the opportunity to purchase company stock at a predetermined price, called the "exercise price" or "strike price."  

Over a specified vesting period, these options become "exercisable," allowing the holder to buy shares at the locked-in exercise price, even if the market value has increased significantly. 

Incentive Stock Options (ISOs) Advantages

• Favorable Tax Treatment: One of the biggest advantages of ISOs is their potential tax benefits. Unlike non-qualified stock options (NSOs), ISOs can offer executives the chance to pay taxes at the long-term capital gains rate, which is usually lower than ordinary income tax rates, as long as certain holding period requirements are met*.*For ISOs, the shares must be held for more than one year from the exercise date and two years from the time of the grant start date. As a comparison point, typical stock shares must be held for more than one year for the profit on their sale to qualify as capital gains tax rather than ordinary income.  

• No Immediate Tax Implications:  When ISOs are granted or vested, there's no immediate tax liability for the recipient. Taxes are typically due when the options are exercised and later sold. 

Incentive Stock Options (ISOs) Disadvantages

• Alternative Minimum Tax (AMT) Concerns: One of the potential tax pitfalls of ISOs is the Alternative Minimum Tax. When your executive exercises ISOs and doesn't immediately sell the stocks, the difference between the exercise price and the market price can be subject to AMT, potentially increasing the employee's tax liability. 
• Liquidity Concerns: Until the stock is sold, the potential profits from ISOs remain unrealized. If your company is not publicly traded, selling the stock can be challenging, tying up the executive's wealth in illiquid assets. 

• Dilution of Ownership: As more executives exercise their ISOs, the ownership of existing shareholders can be diluted.  If you wish to retain significant control over company decisions, this might be of concern.  

• Expiration Date: ISOs come with an expiration date. If your executives don't exercise their options before this date, they lose the opportunity to benefit from them. 

2. Restricted Stock Units (RSUs)

 

 

 

David Silver, Instrumental Wealth President and CEO, shares what business owners need to know when considering including Restricted Stock Units (RSUs) in their compensation packages.  

Restricted stock units (RSUs) represent a promise by the employer to grant a specified number of shares of the company's stock to the executive at a future vesting date.

Unlike stock options, which give executives the right to purchase stock at a set price, RSUs provide the executive with actual shares or the cash equivalent thereof once vested. The vesting schedule can be based on time, performance milestones, or a combination of both. 

Restricted Stock Units (RSUs) Advantages

• Simplicity and Clarity: RSUs offer a straightforward value proposition to executives. They know that once vested, they will receive either the stock or its cash equivalent. This clarity can be more tangible and easily understood than stock options. 

• Reduced Risk for Executives:  RSUs provide value to executives even if the stock price decreases after the grant date, unlike stock options which can become underwater if the stock price falls below the exercise price. 

• Alignment of Interests: By tying a portion of the executive's compensation to your company's stock performance, RSUs can effectively align your executive's interests with those of the shareholders and company growth. 

• Tax Deferral: Executives do not face tax implications when RSUs are granted. Instead, taxation occurs when the units vest, giving some control over the timing of the tax event. 

Restricted Stock Units (RSUs) Disadvantages

• Taxation at Ordinary Rates: One of the potential tax pitfalls of ISOs is the Alternative Minimum Tax. When your executive exercises ISOs and doesn't immediately sell the stocks, the difference between the exercise price and the market price can be subject to AMT, potentially increasing the employee's tax liability.

• Lack of Dividend Rights: Until RSUs vest and are converted into actual shares, executives do not have voting rights or receive dividends that the stock might yield.

• Dilution of Ownership: As with other forms of equity compensation, issuing RSUs can dilute the ownership percentage of existing shareholders.

• Cliff Vesting Potential: Some RSU plans have "cliff vesting," where executives have to wait for a specified period (e.g., three years) before any RSUs vest. If they leave before this date, they could forfeit all units. 

3. Employee Stock Purchase Plans (ESPP)

 

 

 

David Silver, Instrumental Wealth President and CEO, explains Employee Stock Purchase Plans.   

Employee Stock Purchase Plans (ESPPs) are company-run programs that offer employees the opportunity to purchase company stock, often at a discounted rate, through payroll deductions.   

These plans are typically set up with designated enrollment periods, during which executives can opt-in. Once enrolled, the deducted amounts accumulate, and at the end of a predetermined "purchase period," this accumulated amount is used to buy company shares, typically at a favorable rate compared to the market price. 

Employee Stock Purchase Plans (ESPP) Advantages

• Attractive Benefit for Executives: Offering shares at a discount provides a tangible financial benefit, making it a valuable component of a total compensation package.

• Alignment of Interests: Like the other equity compensation methods above, ESPPs align the interests of executives with company performance and shareholder value.

• Flexibility: Many ESPPs offer "look-back" features, where executives can purchase stock at the lower of the price at the start or end of the purchase period, ensuring an advantageous buy-in price. 

Employee Stock Purchase Plans (ESPP) Disadvantages 

• Tax Implications: While the discount on purchased shares is a benefit, it's typically taxable as ordinary income. Additionally, selling the purchased shares can have capital gains implications. 

• Liquidity Concerns: If your company's stock doesn't trade freely in an open market (for instance, in private companies), executives may face challenges in converting their shares into cash. 

• Market Volatility: Even with discounts and look-back features, there's no guarantee that your company's stock will go up. Executives bear the risk of market downturns. 

 

Types of Equity-Based Compensation 

1. Stock Appreciation Rights (SARs)

Stock Appreciation Rights (SARs) provide executives with the potential to profit from the increase in value of a set number of shares over a specified period.   

SARs offer the right to the monetary equivalent of the appreciation in your company's stock value, typically from the date of grant until the date of exercise. When SARs are exercised, your executive doesn't receive actual shares but instead receives the appreciated amount in cash or equivalent shares of stock. 

Stock Appreciation Rights (SARs) Advantages 

• No Dilution of Ownership: For business owners, this is one of the key benefits of SARs.  It allows executives an incentive and cash-efficient way to participate in stock growth; however, your company does not need to actually issue new shares or actual stock. 

• Cash Efficiency for Executives:  Since executives receive the appreciation in cash or equivalent shares, they don't have to purchase or own the underlying shares or spend out-of-pocket money. 

• Tax Timing: Executives control when they exercise SARs, which can offer some control over the timing of the associated tax liability. 

Stock Appreciation Rights (SARs) Disadvantages  

• Cash or Share Drain for Companies: When SARs are exercised, your company must pay the appreciation in cash or shares, which could impact cash reserves or dilute existing shareholders*.*Note: A company can often re-negotiate SARs with a new agreement if they aren’t in the position to pay this out (not having the cash or liquidity event), if the Executive Employee is willing to do so. 

• Tax Implications: Unlike some other forms of equity compensation, the appreciation gained from SARs is typically taxed as ordinary income, which might result in a higher tax rate for your executives compared to capital gains.

• Potential for No Value: If your company's stock doesn't appreciate or decreases in value, SARs become worthless, offering no benefit to the executive.

• Complex Accounting: The accounting for SARs can be complex and might require periodic adjustment to reflect changes in the fair value of the SARs, which can impact your company's financial statements. 

2. Phantom equity or profit unit sharing 

 

 

 

David Silver, Instrumental Wealth President and CEO, breaks down how phantom equity is different from traditional profit sharing models.  

Phantom equity, sometimes referred to as "shadow stock" or "synthetic equity," represents a contractual promise to pay an executive the value equivalent to either a certain number of shares or a percentage of the total value of a company, without actually granting any ownership in the company.  

Payments under these plans can be made in the form of cash or company stock, but the key is that no actual shares are initially given or promised. Instead, the value tracks the company’s stock, thus providing your executive with a financial interest in the growth and success of the company. 

Phantom Equity Advantages 

• No Dilution of Ownership: Similar to SARs above, business owners can reward and incentivize executives without giving away actual equity, thereby preserving the current ownership structure.

• Simplified Process: Unlike traditional stock options or RSUs, phantom equity avoids the complexities of securities laws because no actual shares are being issued.

• Cash Efficiency: Since the payout, often in cash, is based on the growth of your company's equity value, executives can benefit financially without any out-of-pocket expense. 

Phantom Equity Disadvantages 

• Tax Implications: The payouts from phantom equity plans are generally treated as ordinary income for your executives, which might be taxed at a higher rate than long-term capital gains.

• Cash Obligation for Companies: When the phantom equity vests and is due to be paid out, your company might face significant cash obligations if it elects to pay in cash.

• Potential for No Value: Similar to SARs above, if the company doesn't grow in value, the phantom equity may offer minimal or no benefit to the executive.

• Complexity in Valuation: Without a public market for shares, determining the value of phantom equity in a private company can be challenging, often requiring periodic valuations or appraisal. 

You have many options as a business owner when deciding on your compensation base salary and incentive structure. Use your overall company goals and values to help in your decision-making, keeping in mind the pros and cons of each compensation structure.  

Step 4: Offer Comprehensive Executive Benefits and Unique Perks 

Cash incentives alone may not seal the deal when negotiating with top-tier executive talent. More often than not, prospective executives look at the total package being offered — one that extends beyond mere salary and bonus structures.  

Health Insurance Benefits 

At the executive level, offering a premium health insurance package can be a key differentiator. This might include fully-covered premiums, broader medical coverage, including international health coverage for those who travel frequently, and even access to premium medical services or specialized health consultations. 

Supplemental Executive Retirement Plan (SERP) 

While a standard 401(k) match might be available for all employees, business owners should consider enhancing this for executives. For instance, a higher matching percentage or even a defined benefit pension plan could be a suitable offering.  

The SERP (Supplemental Executive Retirement Plan) is a popular choice in this realm, providing tax-deferred retirement benefits beyond what's typically allowed in a standard 401(k). 

Supplemental Executive Retirement Plan (SERP) Advantages 

• Flexibility in Design: Unlike standardized retirement plans, SERPs can be tailored to the specific needs of each executive. This allows your company to structure the plans based on performance metrics, company goals, or tenure.

• No IRS Contribution Limits: Traditional retirement plans like 401(k)s have contribution limits set by the IRS. SERPs don't have these limits, allowing for greater deferred compensation for executives.

• Beneficial for the Company's Bottom Line: SERPs can be set up as an unsecured promise to pay by the company, meaning they aren't required to be funded upfront. This can improve the company's current financial picture. 

Supplemental Executive Retirement Plan (SERP) Disadvantages 

• Potential for Underfunding: If your company fails to set aside (or invest) enough money to cover the future SERP liabilities, they could face financial strain when it's time to make the promised payments.

• Lack of Security for Executives: Because SERPs are often unsecured promises to pay, if your company goes bankrupt, the executives may be left with nothing. They stand as general creditors in such scenarios.

• Tax Implications for Companies: Companies cannot deduct the deferred compensation set aside for SERPs until the executive recognizes it as income. This might lead to a delay in tax benefits for your company.

• Regulatory Scrutiny: With increasing attention on executive compensation, SERPs can attract regulatory and shareholder scrutiny, especially if seen as overly generous. 

Unique Perks 

Unique executive perks can be an interesting way to attract and retain top-talent, outside of the normal financial compensation package.  Here’s some ideas to get you started: 

• Executive Coaching 
• Extended Sabbaticals 
• Educational Opportunities 
• Special Travel or Expense Allowances 
• Health and Wellness Programs 
• Charitable Matching 
• Family Benefits 

Make sure you align these unique perks with your company’s culture and values! 

Step 5: Integrate Clawback Provisions and Risk Management Strategies 

You want to generate profits, but you also have a responsibility to protect your interests and assets. When it comes to executive benefits and compensation, this responsibility intensifies, given the substantial sums involved and the potential for incentivizing behavior that might not always align with the long-term health and vision of the business. Integrating both clawback provisions and broader risk management strategies can act as safeguards. 

Clawback Provisions 

Clawback provisions are contractual clauses that allow your company to reclaim bonuses, incentive payments, or other forms of compensation from an executive under specific circumstances. 

For example, let's consider a scenario where an executive receives a sizable bonus based on a reported surge in company profits. However, later, it's found that these profits were overstated due to accounting errors. With a clawback provision in place, your company can retrieve the bonus payout. 

These provisions aren't just about rectifying monetary errors. They can act as deterrents against malfeasance or the manipulation of results. An executive, knowing the company has the right to reclaim bonuses, will be less likely to sanction or overlook dubious practices. 

It's worth noting that certain regulations, like the Dodd-Frank Wall Street Reform and Consumer Protection Act in the U.S., mandate the inclusion of clawback provisions in executive contracts under certain circumstances. 

Other Risk Management Strategies to Consider 

• Balance Short-Term and Long-Term Goals: Compensation plans should be structured in a way that doesn't overly incentivize short-term performance at the cost of long-term stability. For instance, if bonuses are tied solely to annual profits, executives might prioritize short-term gains over sustainable growth. A balanced approach might involve a combination of immediate bonuses and long-term stock options.

• Put Caps on Bonuses: One strategy might be to cap bonuses at a certain amount or percentage of the executive's base pay, ensuring that the allure of a windfall doesn't motivate undue risk.

• Use Deferred Compensation: Another risk management tool is to defer a portion of the compensation – whether bonuses or stock options – to a future date, ensuring that executives have a vested interest in the company's sustained success. For example, a bonus might be split into immediate payment and an amount that's vested after three years, contingent upon certain performance metrics. 

Incorporating these provisions and strategies does more than protect financial assets. They promote a culture of integrity, responsibility, and foresight, which can be invaluable in steering  your company towards long-term success. 

Legal and Ethical Implications for Business Owners 

Business owners need to stay attuned to the various legal and ethical dimensions of executive benefits and compensation packages.  Strike the right balance, and you can fortify your company’s reputation, ensure compliance, and safeguard long-term success. 

Securities and Exchange Commission (SEC) Requirements  

For publicly traded companies in the U.S., the SEC mandates detailed disclosure of executive compensation in proxy statements. This includes the rationale behind pay structures, stock awards, bonuses, and more. 

Here is an SEC link discussing Executive Compensation. 

Tax Implications for Executive Compensation Plans  

Different components of executive compensation can have varied tax consequences. For instance, in the U.S., there is a $1 million cap on tax deductions for executive pay unless it’s performance-based.  Organizations should work with their advisory and tax planning teams to optimize their tax situations. 

Clawback Provisions  

Discussed in more detail above, regulations in certain regions require companies to implement clawback provisions, allowing them to reclaim executive bonuses in the event of financial restatements or misconduct. 

International Considerations  

For multinational corporations, cross-border compensation can introduce additional legal complexities. It's essential to be familiar with local labor laws, tax codes, and disclosure requirements. 

Ethical Considerations 

Beyond just the legalities, executive benefits and compensation is under increased scrutiny from shareholders and the general public, not to mention the other employees in the company.  Transparency and clear communication can build trust, as well as tying pay to performance metrics whenever possible.  

Excessive executive pay, especially when juxtaposed with average employee salaries, can lead to company cultural or public relations issues.  

The Role of Performance Metrics in Compensation 

Performance metrics are invaluable tools in the compensation puzzle. They ensure that executive pay correlates with company success, promoting fairness and safeguarding company resources.  

It is critical to set clear KPIs or Key Performance Indicators. KPIs offer clarity on what's expected from the executive. By aligning compensation with these indicators, you ensure that executives are motivated to meet and exceed targets that drive company growth.

Consider the case of a technology startup aiming to penetrate a competitive market. Their primary objectives might include customer acquisition, product innovation, and brand visibility. As a result, they could choose KPIs such as "number of new users acquired," "speed of product iterations," or "mentions in top tech publications." An executive whose compensation is tied to these metrics might be granted bonuses based on user growth, shares for groundbreaking product developments, or even special incentives for securing prominent media features. 

Similarly, a manufacturing company may prioritize operational efficiency, product quality, and market expansion. Here, KPIs might revolve around "reduction in production downtime," "returns due to product defects," or "new international markets entered." Executives in this scenario would be incentivized to streamline operations, ensure product excellence, and forge international partnerships. 

This performance-driven approach offers dual benefits: 

• It crystallizes expectations. Executives have a transparent, quantifiable benchmark for what constitutes success, ensuring their strategies and actions are tailored to specific outcomes. This removes ambiguity, propelling leadership towards clear, shared goals.

• The direct correlation between performance and rewards fosters an achievement-centric culture. Knowing that their compensation correlates directly with measurable outcomes, executives are naturally inclined to strategize, innovate, and deliver.  

The art and science of selecting the right KPIs cannot be overstated. It's not enough to simply choose measurable outcomes; these metrics must resonate deeply with a company's mission and vision.

They should be robust enough to drive meaningful progress but flexible enough to adapt as the company evolves. Misaligned metrics can lead to shortsightedness or even encourage behaviors that are detrimental in the long run. For instance, if a company solely rewards customer acquisition without considering customer retention, executives might prioritize aggressive marketing over product quality or post-sales support. 

Regularly revisiting and refining these KPIs ensures they remain relevant, fostering a compensation system that's robust and effective at driving company growth. 

Your Next Step: Talk to an Executive Benefits and Compensation Consultant 

Creating an executive benefits and compensation plan is about crafting a strategy that intertwines an executive’s goals with that of an organization, fostering an environment where leadership thrives.

Easier said than done. These plans are filled with complexities and nuances, with many important decisions to be made along the way.   

If you are a business owner looking for help on auditing, revising, or building executive compensation plans, consider reaching out to an executive benefits and compensation consultant like Instrumental Wealth.   

Instrumental Wealth helps you look at your business through a holistic lens, factoring in both your business and personal goals. We get to know you through a series of meetings, and then we make concrete recommendations for your business so you can achieve your goals. 

Book a time directly with our President and CEO David Silver. As a fellow business owner himself, he can answer your questions about executive benefits plans and what type of compensation structure will be best for your company.