SERVICES
Executive Incentive
& Retention Plans
The person actually running your company day to day may not have your last name.
Keeping them - through your succession transition and beyond - is one of the most important decisions you will make.
The Problems We Solve
In most closely-held businesses, there is at least one non-family executive whose departure would meaningfully damage the company. Often everyone knows it - and no one has said it out loud.
A competitor approached the executive with equity, and the founder has nothing comparable to counter with.
The succession transition begins. The executive sees no path forward for themselves and quietly looks elsewhere.
A family member takes over. The executive, now reporting to someone they helped train, loses confidence in their future.
The business is sold. The value the executive helped build is captured by the family - without recognition or share.
OPTIONS
The Range of Options
01
Stock Ownership
Granting actual equity in the company, with the legal, governance, and family implications that comes along with it.
02
Phantom Stock & SARs
The economic value of equity without the ownership and voting consequences. Often the right answer for closely-held family businesses.
03
Non-Qualified Plans (MIRPs)
Structured benefits building wealth over time, with vesting tied to continued service and company performance.
04
Performance-Based Bonuses
Tied to clear measurable KPIs that align the executive's incentives with the family's long-term goals.
