To avoid rewards for short-term performance and focus on long-term results, pay structures need to be re-designed. As far as equity-based compensation is concerned, executives should not be allowed to cash out options and shares given to them for a period of, say, five years after the time of “vesting” – that is, the point at which the options and shares have been “earned“ and may not be taken away from the executive.
为避免激励短期表现，薪酬体系需要重新设计。就基于股权的补偿而言，应该不允许高管在一段时间内，例如，在获得股权的5年内出售期权和股份。也就是说，只有公司将盈利真正落袋为安时，他们才能获得相应的报酬。