Google’s Evolving Pay Strategy
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- What is Google’s pay level? How do you define and measure its pay level? How is it captured by salary alone?
- Does
your answer to the above question depend on what point in time is it
answered? For example, what is Google’s pay level the day before it
re-priced employee stock options? What was Google’s pay level the day
after it re-priced employee stock options? And how? - Why did
Google re-price its stock options and also give a 10 percent salary
increase (in an era when 2 to 3 percent annual salary increase budgets
are the norm)? Is it because its business strategy and/or product life
cycle changed? Is it because it was concerned that employees’ perceived
value of compensation did not match what Google was spending? - Do
you think Google has made the right choices in changing its
compensation strategy? How much do these changes cost? How do theses
costs compare to Google’s total costs and operating income? Are these
increased compensation costs likely to be a good investment? In other
words, will they pay for themselves (and more)? Explain. - Will
Google’s pay strategy work “forever”? Consider the evolution of
Microsoft’s pay strategy as its growth slackened. Should Google prepare
for a similar future? If so, when and what sort of actions should they
take to prepare?
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