Identify market-oriented salaries

Managing directors and personnel managers of all companies depend on reliable salary information. Which salary is perceived as objectively appropriate is primarily based on what comparable companies pay in similar positions.

In many industries, however, salaries are not transparent. Companies and employees are wary of salary information, or only share distorted images. Thus, a candidate in a job interview has the interest to inflate his current salary in order to more easily herauszuhandeln a higher remuneration for the next jobs.

Bonus systems and long term incentives

We accompany companies in the redesign and introduction of a variable remuneration system in order to increase employee motivation and commitment in the short and medium term.

In close cooperation with our customers, we design an individually matching bonus system that is optimally adapted to the respective framework conditions depending on the industry, type of products or services, competitive position and corporate culture.

In our understanding, a bonus system should

• Increase the attractiveness of the company for qualified, entrepreneurial-minded employees,
• Through increased motivation, employees lead to better results and performance,
• Keep personnel costs flexible in some way and adapt them to the company’s earnings.

We develop long term incentives with our contact partners in order to link the management team with the long-term goals of the company and to retain the long-term leadership of the company.