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Rewards & Culture

  • A practical reset of how rewards are designed and how culture is built. We align compensation, incentives, benefits, recognition, and growth paths to your business goals. Then we help leaders create consistent day to day experiences that strengthen trust, clarify expectations, and support performance when things get busy.

    • CEOs and executive teams who want rewards that are fair, competitive, and easy to explain, without constant exceptions.

    • Organizations where comp pressure, retention risk, or pay concerns are starting to show up as morale and trust issues.

    • Leadership teams who care about culture and want it to feel consistent across teams, not dependent on which manager you get.

    • Companies scaling fast, integrating teams, or restructuring, where the wrong rewards or mixed messages can create drag and distraction.

    • Pay ranges feel inconsistent, offers keep getting negotiated, or “special cases” are becoming the norm.

    • Incentives exist, but people do not understand what great performance looks like or how rewards are decided.

    • You need to retain key talent, but you want something more thoughtful than counteroffers and one off deals.

    • The culture feels uneven across teams and leaders, and small issues keep turning into bigger ones.

    • You are heading into major change and want rewards and culture decisions that stabilize the organization quickly.

    • Total Rewards Philosophy and Guardrails:  A clear approach to pay and rewards that leaders can explain and apply consistently.

    • Job Architecture and Leveling:  Clean role levels and growth paths that reduce title and pay confusion.

    • Compensation Structure and Decision Process:  Pay ranges, offer standards, and a simple way to handle exceptions so decisions feel fair and predictable.

    • Incentives and Bonus Plan Design, or Cleanup:  Straightforward measures and payout logic that connect rewards to outcomes.

    • Key Talent and Executive Rewards:  A retention and rewards approach for critical roles that protects value without setting bad precedent.

    • Culture and Leadership Expectations:  Practical language for “how we lead here,” plus a few shared habits that make culture real in day-to-day moments.

    • Manager Toolkit: Performance and compensation conversation guidance, recognition ideas, and lightweight pulse feedback with follow-through actions.

    • Rewards reset sprint (4 to 8 weeks): philosophy, leveling alignment, and quick fixes that reduce exceptions and confusion.

    • Design and build (8 to 16 weeks): comp structure, incentive plan, manager toolkit, and a culture rollout that leaders can actually use.

    • Retained advisory: ongoing support for comp decisions, exception handling, and leadership consistency as the business evolves.

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