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Attracting and retaining top talent is critical for long-term business success. Many companies struggle to structure compensation in a way that incentivizes key employees while protecting business interests. Long-term incentive plans (LTIPs) such as phantom stock, stock appreciation rights (SARs), and value appreciation plans offer powerful ways to reward employees without giving up equity. Northern 45 provides strategic consulting on designing and implementing LTIPs that align with your company’s growth objectives.
Designing effective long term incentive plans presents both strategic and structural challenges. Many business owners want to retain and reward key employees without diluting equity, yet struggle to build compensation frameworks that truly drive long term growth. The legal and financial complexities, including tax treatment, vesting structures, and payout design, require careful planning. If plans are unclear or overly complicated, employees may not understand how value is created, reducing motivational impact. At the same time, companies must ensure fairness, transparency, and scalability as the organization evolves.
Retaining Key Employees Without Giving Up Equity
Many business owners want to reward employees without diluting ownershipor issuing actual shares
Designingan Incentive Plan That Drives Long-Term Growth
Companies need a structured compensationstrategy that aligns employee performance with business success
Navigatingthe Legal & Financial Complexities
LTIPs involve tax implications, vesting schedules, and payout structuresthat require careful planning
Employee Confusion About Incentive Plans
If employees don’t fully understand the plan, it won’t be as effectivein motivating performance
Long term incentive plans should strengthen retention, align performance with enterprise value, and remain practical to administer. Northern 45 helps businesses design structured, equity aligned incentive frameworks that reward key contributors without unnecessary ownership dilution. We focus on clarity, scalability, and financial discipline so incentive plans drive measurable growth and are understood by the people they are designed to motivate.
Incentive Plan Design Without Equity Dilution
We structure performance based plans that reward contribution while preserving ownership control
Financial, Tax & Vesting Framework Guidance
We help design payout structures, vesting schedules, and performance metrics that align with long term business value
Communication & Scalability Strategy
We ensure plans are clearly explained, objectively structured, and scalable as the organization grows
Incentives that don’t cost equity.
Built for roles and results.
We write what lawyers approve.
Employees understand what they earn.
