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THREATENED REGULATION and shareholder disdain haven't stopped the flow of stock options into executive compensation plans. But a subtle shift is still underway to reposition stock options as just one part of a more traditional pay package.
This approach emphasizes compensation strategies such as pay-for-performance bonuses and restricted stock that tie financial rewards to individual and corporate success. Restricted stock, for one, slows the greed factor associated with options by staggering vesting periods and, in some cases, requiring employees to pay for the stock.
Unlike options, which don't cost employees anything until they are exercised, restricted stock makes employees more invested in long-term corporate performance. "Restricted stock starts with a value," says Bill Coleman, senior vice president of compensation at Salary.com in Wellesley, Massachusetts. "An option on its own isn't worth anything."
Compensating strategies also connect performance and an employee's financial interests if it's done right. Rewarding an executive with a cash bonus for a jump in new customers leaves ...
Source: HighBeam Research, Opt out: stock options aren't the only way to pay.(Smarts)