Designing Long-term Incentives for Private-Companies
Long-term incentives (LTI) can be one of the most powerful tools a private company uses to attract, retain and motivate key leaders. They are also among the easiest to fumble in terms of design. This quick read points out key items private companies should think through when building an LTI program. Start With the Value […]
Findings from ISS Survey for 2027 Policy Considerations
EXECUTIVE SUMMARY The survey does not signal a major policy reset. It reinforces a familiar expectation: boards should preserve meaningful performance orientation, respond credibly to shareholder concerns, apply a high bar to changes in outstanding awards, and clearly explain the business judgment behind compensation decisions. Leadership Takeaway For executives and directors, the principal issue is […]
Family Business, Not Family Feud
Private Company Compensation Despite Family Drama The compensation issue probably isn’t about compensation. The board meeting starts the same way every year. Someone asks whether executive pay should increase and a sibling questions whether another family member is really contributing enough to justify a raise. The owner who no longer works in the business then […]
Inside ISS’s 2027 Policy Survey: The Open Questions on Executive Pay
Institutional Shareholder Services (ISS) recently released its policy survey questionnaire, the first formal step in updating its voting policy framework for the 2027 proxy season. Each year, this survey gathers input from investors, issuers and other market participants on the direction ISS should take on a range of governance topics. The responses meaningfully shape the […]
2026 Proxy Policy Pulse: A Glance at Glass Lewis Changes
Glass Lewis Pay-For-Performance Overhaul Glass Lewis has announced a significant overhaul of its Pay-for-Performance (P4P) model, set to take effect for shareholder meetings beginning in 2026. First disclosed in early summer 2025, these changes mark a substantial shift in how executive compensation alignment is evaluated. In anticipation of the new framework, Zayla has prepared a […]
Long-Term Incentive Plans in Private Companies
Long-term incentives (LTI) use within private companies continues to grow in prevalence. According to WorldatWork, the prevalence of LTIs in private companies increased from 35% in 2007 to 62% in 2019. This increase in prevalence makes sense given the paralleled trend we’ve observed in public company disclosures which noted an increase in LTI award values […]
How to Design Effective Annual Incentive Plans
At Zayla, we believe variable pay programs are essential tools for aligning a portion of employee compensation with organizational and individual performance. When thoughtfully structured, they help to motivate employees, drive business results, and retain top talent by linking pay to near-term performance outcomes. This is why understanding the key components and market best practices […]
Navigating Tariffs, Economic Uncertainty, and Market Volatility in 2025
Avoiding Compensation Whiplash in 2025 In today’s volatile market, businesses are grappling with unprecedented challenges that are affecting businesses at nearly every level – including one of the largest company investments and expenses: compensation. From tariffs and geopolitical risks to labor market shifts, inflation, and stock market volatility, companies are experiencing what can be termed […]
2025 Energy CEO Compensation Trends (Updated June)
Zayla recently completed an expansion of its previous analysis highlighting CEO pay trends in the energy industry based off data from the 2025 proxy season. Company Universe Zayla analyzed compensation data from 183 companies that filed either a DEF14A or a 10-K filing as of June 4th, 2025. Forty three companies were omitted from the […]
How to Solve Energy Industry Compensation Challenges in 3 Steps
How To Solve Your Energy Compensation Pains in 3 Easy Steps In today’s energy industry, compensation challenges seem to be the largest frown face on the pain chart. Given the dynamic pressures facing boards and management teams, it’s easy to understand why this is the case. Combine a tight labor market, especially for engineering talent […]