Just as eeScorecards allow managers and employees to agree on objectives and performance against those objectives, eeSuccession allows managers to define potential future roles, timeframes, and training requirements for employees to quantify the value of the employee’s potential in the context of this organization. Rather than saying an employee is “high potential” we can see the future roles and timeframes within which they might be ready to take on those roles.

eeCompensation further leverages this data to ensure any exposure in the succession plan is supported by compensation changes as a risk mitigation strategy. eeCompensation also uses information about future roles to smooth out pay increases, reducing exposure to future internal relativity inequities while maintaining compensation policy.

It makes for a richer workforce model that helps you value your people in ways that help them feel appreciated.

Every once in a while, a new technology, and old problem, and a big idea turn into an innovation - Dean Kamen

Results from our work

One strategy and a singular global best practice

“It took me minutes to accomplish with eeCompensation what has previously taken hours with spreadsheets"

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Unique Compensation Strategy Requirements

"eeCompensation is a very user-friendly system which has greatly helped us streamline our compensation review processes"

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Sustaining global growth with eeCompensation

"The need to attract new employees with competitively structured cash compensation packages drove us to redefine our approach"

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Partner with eeStrategy to ensure your employees are recognized for the meaningful work they do.

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