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The Resource Center has all the info you'll need From content to user feedback, the resource center has the information you need for every level of the entrepreneurial process.
This tool features lists of sample key questions to ask and to avoid in an interview, a form for taking notes as you interview each potential employee, and a matrix to help you objectively compare candidates.
Many entrepreneurs rely on internal bench strength to provide for future leadership. You can help ensure long-term organizational viability and avoid a talent crisis by exploring the benefits of building a best-in-class succession plan.
As you are determining the right executive compensation program, you might find this tool helpful in establishing and communicating an overall compensation philosophy for your company.
This document is a sample executive employment agreement covering base salary, incentive bonus, equity incentives, benefits, termination, restrictive covenants, intellectual property, and more.
This tool was designed to assist an entrepreneur who set up a bonus system that keyed off the company's EBITDA. By having a bonus program tied to EBITDA, top team members were forced to think like an owner thinks about expenses, opportunities, and investment.
Outlining "best practices" in building an outstanding staff, this article helps entrepreneurs understand how to develop and use a hiring system. An effective system describes ideal employees for each function, ensures finding the right candidates, screens them before interviewing, ensures effective interviewing, and leads logically to hiring the right candidate.
Companies that prioritize development of managers gain a real edge in the marketplace according to this overview. Underlying principles and practices for consistently building capable managers are provided and explained. Among the advantages are getting and keeping talent, more value from the CEO's time, more corporate flexibility, and a sustainable competitive edge.
The U.S. Congress enacted IRC Section 409A in the midst of corporate scandals that saw highly-paid executives receive deferred compensation payments while other employees lost their retirement savings. Public and private companies must comply for deferred compensation to keep preferential tax treatment status. This article outlines the risks of not complying and what compensation is involved.
An interim executive may be the answer to specific issues facing your growing company. Downsizing has made more high-caliber executives available and willing to help small businesses.
Want to be an employer of choice? Don't simply ask employees for specific results. Train them in behaviors that produce those results--and then provide consequences that change and reinforce those behaviors. Part 1 of two parts, this article offers seven implementable suggestions for cracking the "motivational code."
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