TLDR The mid-sized game development company faced high employee turnover and challenges in attracting talent due to an outdated compensation structure. After implementing a revised compensation strategy, the organization reduced turnover by 25% and increased employee satisfaction by 40%, demonstrating the importance of aligning compensation with market standards and employee expectations.
TABLE OF CONTENTS
1. Background 2. Strategic Analysis and Execution Methodology 3. Implementation Challenges & Considerations 4. Implementation KPIs 5. Implementation Insights 6. Deliverables 7. Compensation Best Practices 8. Aligning Compensation with Business Strategy 9. Ensuring Equity and Transparency in Compensation 10. Adapting Compensation in a Dynamic Market 11. Addressing the Challenges of Global Compensation 12. Compensation Case Studies 13. Additional Resources 14. Key Findings and Results
Consider this scenario: The organization is a mid-sized game development company specializing in mobile and online gaming platforms.
With the rapid growth of the gaming industry, the company has expanded its workforce by 30% in the last year to meet increasing product demand. However, the current compensation structure has led to high employee turnover rates and difficulty in attracting top talent, impacting overall productivity and market competitiveness. The organization seeks to revise its compensation strategy to align with industry standards and ensure employee retention and satisfaction.
Given the organization's expansion and the competitive nature of the gaming industry, initial hypotheses might include that the current compensation packages are below market rates, leading to high turnover. Additionally, there might be a lack of performance incentives that fail to motivate and retain top-performing employees. Lastly, the compensation structure may not be transparent or equitable, causing dissatisfaction and a decline in company culture.
To address the organization’s compensation challenges, a structured 5-phase consulting methodology will be employed, providing a systematic and data-driven approach to revamping the compensation system. This methodology will ensure alignment with industry benchmarks and internal equity, enhancing the organization's ability to attract and retain talent while fostering a performance-driven culture.
For effective implementation, take a look at these Compensation best practices:
The methodology outlined above is a robust approach, yet the CEO may have concerns regarding its execution. Ensuring alignment with business objectives and maintaining financial sustainability are paramount. The approach must be agile to adapt to feedback and changing market conditions. Employee communication is also critical to manage expectations and mitigate resistance to change.
Upon successful implementation, the organization can expect improved employee retention rates, a more attractive employer brand, and heightened employee engagement and productivity. These outcomes should be quantifiable through metrics such as turnover rate reduction and employee satisfaction scores.
Challenges may include resistance to change from employees accustomed to the old compensation structure, the complexity of aligning new compensation packages with diverse employee roles, and the need to balance competitiveness with financial prudence.
KPIS are crucial throughout the implementation process. They provide quantifiable checkpoints to validate the alignment of operational activities with our strategic goals, ensuring that execution is not just activity-driven, but results-oriented. Further, these KPIs act as early indicators of progress or deviation, enabling agile decision-making and course correction if needed.
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Insights gathered during the implementation process highlight the importance of continuous monitoring and adjustment. A McKinsey report on talent management emphasizes that companies which regularly revisit and adapt their compensation strategies are more likely to keep pace with industry changes and maintain competitive advantage.
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It's imperative that compensation structures are not only competitive but also aligned with the broader business strategy. A common concern is how to ensure that the new compensation model drives the desired business outcomes. According to a BCG study, companies that align their compensation models with their strategic objectives achieve up to 60% improvement in shareholder returns. The approach here is to establish clear performance metrics that reflect strategic priorities. For example, if the strategic focus is on innovation, the compensation model should incentivize R&D success and patent filings. Similarly, if the focus is on customer satisfaction, bonuses could be tied to Net Promoter Scores or customer retention rates. This alignment ensures that employee efforts are directly contributing to the company's strategic goals, creating a synergy between individual performance and overall business success.
Equity and transparency in compensation are critical for maintaining employee trust and motivation. A Deloitte survey revealed that 58% of employees consider transparency in compensation to be a key factor in job satisfaction. To address this, the compensation strategy must be communicated clearly and openly, with employees understanding how their compensation is determined and how it compares to market rates. This may involve regular compensation reviews and providing access to salary band information. It is also important to establish a regular cadence for compensation communication, ensuring that any changes to the compensation structure are disseminated promptly and clearly to all stakeholders. By fostering an environment of transparency, organizations can build a culture of trust that supports employee engagement and retention.
The gaming industry is particularly dynamic, with rapid shifts in technology, consumer preferences, and market conditions. A PwC report on the entertainment and media industry emphasizes the need for agility in business models to keep pace with these changes. Compensation strategies must be equally agile. This can be achieved by implementing a flexible compensation framework that allows for periodic adjustments based on market trends and company performance. Such a framework may include a mix of fixed and variable components, with the variable portion being tied to clearly defined performance metrics that can be updated as market conditions evolve. Additionally, implementing a 'real-time' feedback loop, where employee performance and market data are continually assessed, can help organizations adjust their compensation strategies proactively, ensuring they remain competitive and fair.
For organizations operating on a global scale, managing compensation across different regions with varying market conditions and regulations can be daunting. According to a Mercer global compensation planning report, organizations must navigate a complex landscape of cultural differences, legal requirements, and economic environments. The key is to develop a global compensation framework that provides consistency while allowing for localization where necessary. This involves establishing global compensation principles that apply across all geographies while empowering regional leaders to make adjustments based on local market data and legal requirements. Such a strategy ensures that the organization maintains a coherent compensation philosophy while respecting regional differences, thus supporting global operations and talent management strategies.
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Here is a summary of the key results of this case study:
The initiative to revamp the compensation strategy has been markedly successful, evidenced by significant reductions in turnover rates and improvements in employee satisfaction. The alignment of compensation with market standards and internal equity has directly addressed the initial challenges of employee retention and attraction. The introduction of a flexible compensation framework and performance incentives tied to business outcomes has not only met employee expectations but also fostered a culture of performance and innovation. The success of these strategies is further validated by the positive shifts in key metrics such as the pay equity ratio and cost per hire. However, continuous monitoring and adjustment to the compensation framework are necessary to maintain alignment with the dynamic gaming industry and employee expectations. Exploring additional performance metrics and further personalizing compensation packages could enhance outcomes even more.
For next steps, it is recommended to establish a regular review process for the compensation strategy, ensuring it remains competitive and aligned with both market conditions and strategic business objectives. Further, expanding the performance incentive program to include a wider range of metrics could incentivize additional key behaviors and outcomes. Lastly, enhancing communication around compensation changes and the rationale behind them will continue to build trust and transparency, further solidifying employee engagement and satisfaction.
The development of this case study was overseen by Joseph Robinson. Joseph is the VP of Strategy at Flevy with expertise in Corporate Strategy and Operational Excellence. Prior to Flevy, Joseph worked at the Boston Consulting Group. He also has an MBA from MIT Sloan.
This case study is licensed under CC BY 4.0. You're free to share and adapt with attribution. To cite this article, please use:
Source: Executive Compensation Strategy for Aerospace Leader in Competitive Market, Flevy Management Insights, Joseph Robinson, 2025
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