Our recently published Trends in Equity Compensation report revealed 29% of companies find the handing of employee equity plan reports to be a major pain point. Determining your own plan’s reporting gaps could be key to reducing the pain for your own team – take our short quiz to find yours.
Select the most relevant answer below in each case.
Results:
Mostly A’s: You seem to be suffering from a lack of analytics. Operating a stock plan often means there is a huge volume of information to process. Being able to visualize complex data and generate reports, e.g. KPI scorecards, chars and graphs, could help you to gain valuable insights into the operation of your plan, something that can be difficult to do when operating a plan manually or using an inhouse solution.
Mostly B’s: Your reporting seems to be in good shape and you may already be using either a hybrid or a fully automated software solution. There’s often room to improve though and booking in for a tune-up might be no harm to make sure everything is performing to peak ability.
Mostly C’s: Low engagement seems to be a major factor here. This could be a result of poor communications, lack of support from management or other factors, all of which may be impacting participation. You may have lost sight of what the plan is hoping to achieve and might need to revisit the rationale behind introducing one in the first place
What next?
At J.P. Morgan Workplace Solutions we work with companies from around the world every day to help them bring their equity compensation and reward strategies to life. Our software solution is designed to empower even the most non-technical user with the ability to access data and build interactive tools and business intelligence reports – our BI tool gives access to enhanced analytics and provides a variety of widgets to pinpoint the best visualization for your data.
Get in touch to speak to one of our experienced customer success managers about how we could help you.
Please Note: This publication contains general information only and J.P. Morgan Workplace Solutions is not, through this article, issuing any advice, be it legal, financial, tax-related, business-related, professional or other. J.P. Morgan Workplace Solutions’ Insights is not a substitute for professional advice and should not be used as such. J.P. Morgan Workplace Solutions does not assume any liability for reliance on the information provided herein.
