Compensation
Pay for Performance
Crisis-proof, reliable compensation systems linked to real, indexed performance, motivating executives through every business cycle.
52%
Market share among Swiss companies using indexed performance measurement — Sika, Holcim and others — most of them clients of Obermatt for many years.
“AdeccohasbeenusingtheObermattBonusIndexforseveralyearsnow.WhatIlikeaboutitisthattheperformancemeasurementisrelevantandfollowsa'simple'logicatthesametime.Thismakescommunicationveryeasy.”
Solutions
Take control of your performance story.
- Pay for Performance
- ·Strategy Review
- ·Family Firm LTIP
How we work
Four steps to better performance measurement.
Analysis
We analyze your current situation, industry, and relevant peer companies.
Benchmark
We create a tailored performance index with relevant metrics and peer groups.
Strategy
Together, we develop recommendations for compensation, ESG, and strategy controlling.
Implementation
We support the implementation and deliver continuously updated performance reports.
Solutions for every corporate structure.
01
Management
Don't pay for the weather — performance cleanly separated from the market.
- —Ambitious goals are rewarded, not punished.
- —An end to haggling over the budget.
- —Performance fairly rewarded — even in a downturn.
02
Board of Directors
Pay that holds up before shareholders and proxy advisors.
- —Defensible payouts through objective performance measurement.
- —Provable and controlled payout risks.
- —In good company — 52% of Swiss companies using indexed performance measurement, incl. Sika, Holcim.
03
HR & Compensation
Competitive for talent — with a credible LTIP.
- —No more budget negotiation.
- —Same metric, just better measured — barely any change.
- —Simple and clear: Operating Rank from 0 to 100.
Why indexed?
Absolute numbers mislead.Relative measurement reveals the truth.
Business cycles, exchange rates, and industry trends distort financial performance. Indexing neutralizes these influences.
01
Eliminate external factors
Economic cycles, currency fluctuations, and commodity prices affect all companies equally. Indexing makes these effects visible and neutralizes them.
02
Compare real performance
How does your company perform against relevant peers? Relative measurement shows who is truly better managed — even without a share price or analysts.
03
Make better decisions
Strategy, compensation, and ESG reporting based on facts rather than distorted numbers, for sustainably better corporate governance.
Our team
Experts who understand performance.
20+
Years of performance measurement expertise
6+
Years average client retention
Executive team
Expertise
Latest publications and insights.
01CompensationFrom Volatility to Validity: An Indexed Approach to Long-Term Incentive Plan Target-SettingDr. Hermann J. Stern · Jun 202602CompensationThe Unintended Rocket Fuel for CEO Pay: It's Not Greed, It's the MirrorDr. Hermann J. Stern · Jun 202503CompensationThe Illusion of "Good": Why Defining Performance is Surprisingly ContentiousDr. Hermann J. Stern · Jun 202504CompensationThe Investment Killer: Capital Return Metrics Punish GrowthDr. Hermann J. Stern · Jun 202505CompensationThe Growth Bonus Trap: Sales Pay Design is a MinefieldDr. Hermann J. Stern · Jun 2025
Questions and Answers
The Obermatt Pay for Performance Service makes you competitive in the labor market. You offer a compensation model that attracts and retains top talent in the long term, because it rewards genuine performance rather than negotiation tactics.
By using the Obermatt Index, we create performance clarity and a genuine growth incentive. Since we control market volatility through relative comparisons, the model remains reliable and crisis-proof even in uncertain times.
The Obermatt Pay for Performance Index guarantees a reliable, performance-based payout. Since it is based on an objective index, the compensation is directly linked to relative success – this builds trust among all stakeholders.
Contact
Ready for better performance measurement?
Let us shape your performance story together.
