Leadership roles in any organization can include several positions, from the board of directors and the chief executive officer (CEO) on down. While companies may not need to fill every role in the C-suite from day one, leadership at the top will generally need to expand as organizations grow and their goals evolve to become more complex. How C-suites expand and which leaders are added first can depend on many factors, from company growth rates and goals to industry trends, organizational challenges, and much more.
Despite the ways that great leadership can be nuanced, there are roughly a dozen roles at the top that tend to comprise the typical C-suite, once fully staffed. The C-suite org chart below outlines the top-most leadership roles that generally report to and support the CEO and board of directors in an organization.
While a clear structure of leadership roles can help position a business for greater success, staff below the C-suite should be similarly organized, with clear reporting and oversight relationships to maximize efficiency and keep everyone working towards the same long-term objectives.
Executive compensation is a significant investment, but one that is necessary for the success of a business. Each member of the C-suit—from the CEO, COO, and CFO to the CMO CSO, CGO, and more—brings a unique set of skills, experience, and expertise to the business.
Without these top leaders, your business would not be where it is today, which is why adequate compensation for each role is essential. Many top executives are recruited by competitors every year because a better compensation package is offered.
With this in mind, it’s wise to regularly review executive compensation plans to ensure your company is staying competitive.
When reviewing C-level executive compensation plans, consider all of the various benefits you can offer. Compensation for each C-suite role typically includes at least four different categories:
Take a look at what else your company can offer executives to show them how much they’re valued. As you work to develop an adequate compensation plan for each C-suite role, start with the base salary. The salary range for C-level positions can vary widely depending on location, industry, skill set, years of experience, and more.
You need to offer a competitive salary for your area and industry if you want to attract top-level executives. Review the average annual salary of each C-suite position to get an idea of what your competition may be offering.
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