Develop a future focused approach for executive compensation strategies in a corporate environment. Because of the pandemic, many construction companies’ executive compensation plans have been up-ended, which has repercussions for retention and recruitment for 2022 and beyond. Uncertainty has made many contractors large and small to be particularly mindful of their risk profile – particularly with their overhead. This session will provide a deeper dive into the pros and cons of traditional qualified plans; deferred compensation structures such as cash based LTIP structures/phantom stock/stock appreciation right, ESOP, true equity, and stock options/restricted stock. We will dig into it all and highlight examples of Best Case and Worst-Case real world examples of what provided the goals – recruiting and retaining your key performers. Special attention will be made towards how to make people feel like an owner without a K1.