It seems to be common sense that an organization’s compensation programs should be strategic. Performance management, rewards and benefits should lead to better business results, stronger capabilities, higher capacity, heightened interest in making the organization a success, etc. Yet, most compensation programs have more in common with the 1950s way of doing business then the realities of today’s highly competitive, global economic environment. The need to switch to more strategic compensation is vital, yet it requires a rethinking of the mindset of reward programs and a questioning of many of the in-place programs common to companies. Check out our articles, newsletter and workshops on helping you convert your compensations into strategic compensation.