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news Employee engagement Motivation and recognition Share schemes Share schemes

63% of European staff satisfied with long-term incentive plan

By Marianne Calnan 1st April 2015 12:00 am 6th April 2017 3:36 pm

Just under two-thirds (63%) of European employee respondents are highly satisfied with their long-term incentive plan (L-tip), compared to 42% in North America and 59% in the rest of the world, according to research by the Global Equity Organisation (GEO).

Happy employees - thumbnail

Its Global equity insight 2015 report, which surveyed 144 organisations in 21 countries, of which 40% were from North America, 42% from Europe and 18% from the rest of the world, found that, overall, this equated to 54% satisfaction with L-tips.

Just over a third (37%) of respondents at an executive or management level participate in an L-tip, compared to 21% at middle management level.

The research also found:

  • The performance measures that respondents use to help them choose when, and to whom to award L-tips, include profit or earnings (16%), share price (9%) and financial measures (9%).
  • 84% of respondents offer an L-tip to senior management.
  • 41% roll out L-tips extensively in almost all of their operating countries, while 15% offer it in some countries.
  • 31% of respondents from European organisations prefer performance shares as a long-term incentive, whereas 35% of respondents from North America prefer restricted stock.
  • A quarter (25%) of North American respondents make long-term incentive grants for staff on a monthly or quarterly basis.

Danyle Anderson, executive director at the Global Equity Organisation, said: “GEO’s Global equity insight 2015 report study offers the most current, comprehensive and detailed insights with regard to global equity-based plans used as long-term incentives for all levels of employees.

”It also gives [employers] the opportunity to assess their current practices and tells how equity-based compensation, despite a high level of regulation, can successfully be aligned with compensation, HR. and corporate strategies.”

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