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One Size Does Not Fit All: Global Equity Compensation in the New World

Global companies have historically relied on stock options to compensate their workforce. Because of the fallout from recent corporate governance breakdowns, the use of corporate equity in compensation programs now faces new pressures. Furthermore, U.S. and international accounting changes will increase the cost of delivering stock options, forcing companies to rethink how they deliver equity-based compensation. Making these compensation delivery changes is especially challenging for global companies, which must consider a wide array of complex global and local issues before modifying the delivery approach. As companies respond to the changing accounting rules as well as shifting market conditions, they must resist making quick decisions relating to the implementation of equity-based compensation plans. Instead, new delivery approaches must be analyzed in the context of their global limitations and cultural effectiveness. Boardroom actions must be supported by input from the many organizational stakeholders who have responsibility for operating the plan and who will be held accountable for plan costs and effectiveness. With this input, these plans can be structured in a way that achieves a company’s human resource and financial objectives.