Client Stories | February 28, 2019
Who gets paid what—and why—is one of the most complicated problems your organization needs to solve. Our experts can help you get it right.
In particular, we consider three key areas:
Find out how we can help an organization like yours.
Below, you’ll find just one example of how our team successfully impacted an organization’s performance through compensation structure.
An international consulting firm was experiencing unacceptably high levels of turnover among its technology professionals.
A number of outside factors contributed to the problem. Tax laws, investment credits, and rapid industrial growth in the area of information technology created a demand for talent that outstripped the current supply. Large, established employers of technology professionals face competition for business and talent from nimble, aggressive start-up companies offering unique value propositions.
A deteriorating cycle developed as employees left and existing client teams shouldered the burden. This threatened the quality of work and caused a decline in employee morale. Turnover management challenges ensued. A great deal of divergence existed among the senior leadership about solutions to the problem.
In order to achieve better alignment between business and employee needs, the firm wanted to examine the rewards and development strategies for its technology professionals.
In response, Segal:
By addressing the root causes, Segal helped the firm:
Find out how we can help organizations like yours.Contact the Team
This page is for informational purposes only and does not constitute legal, tax or investment advice. You are encouraged to discuss the issues raised here with your legal, tax and other advisors before determining how the issues apply to your specific situations.
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