GSK price target lowered to 1,290 GBp from 1,355 GBp at Morgan Stanley
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Forbes
2 hours ago
- Forbes
Why Family Offices Are Going Beyond The Bonus And Rewriting Reward Rules
Big paydays could be on the horizon for family office professionals. There seems to be a quiet shift happening in how family offices think about people. Not just who they hire, but how they build relationships that last. Compensation has been a recurring question amongst family offices and Morgan Stanley's 2025 Single Family Office Compensation Report highlights a telling trend: long-term incentive plans (LTIPs) are on the rise. Among investment-led firms, 95 percent of executives are now eligible for some form of LTIP. These include deferred cash arrangements, phantom equity, co-investment opportunities, and in select cases, profit-sharing models that echo private equity carry structures. At first glance, it appears to be a tactical adjustment aimed at attracting and retaining top talent. But this shift runs deeper. It hints at a move away from informal, discretionary reward systems and toward something more structured and intentional. This type of structure could potentially help build trust, incentivise commitment, and work towards the long arc of value creation. From Discretionary to Deliberate Historically, family office compensation was straightforward. Modest base, generous bonus, a handshake understanding of loyalty. Many offices took pride in this simplicity. They saw it as part of their culture. But culture, like capital, evolves. Today, more family offices are hiring from institutional worlds. Their talent pool includes former private equity partners, hedge fund analysts, and tech entrepreneurs. These professionals arrive with new expectations, not just around pay, but around clarity, fairness, and long-term upside. In response, family offices are redesigning reward architecture. Deferred compensation over three to five years is now common. Phantom equity and synthetic carry plans are emerging as ways to link professionals to the performance of investment portfolios or operating businesses. Co-investment, once informal, is increasingly structured, with defined timelines, risk-sharing, and clawback provisions. For many offices, these tools are no longer optional. They are signals of seriousness. Incentives as Architecture A well-designed LTIP is more than a pay packet. It is architecture. It shapes behaviour, clarifies expectations, and encodes culture. Some offices structure LTIPs purely around performance. Others build in retention triggers or governance-based milestones. A growing number now include qualitative factors, from ESG engagement to succession readiness or philanthropic leadership. In doing so, families are using compensation not just to incentivise, but to align. This is where design matters most. A plan that rewards only financial performance might deliver returns, but erode trust. A plan that reflects shared purpose creates a different kind of loyalty. Done well, LTIPs become instruments of continuity. They create a horizon that both principals and professionals can walk toward together. Mutual Commitment in a Mobile World Talent is more mobile than ever. Family offices are no longer protected by informality or location. Loyalty must now be built through structure, clarity, and shared upside. But the shift to LTIPs is not only about retention. It is about reciprocity. However, these plans obviously require buy-in from both sides. Professionals must commit to a longer-term vision and families, in turn, must codify trust, often for the first time. This mutual commitment changes the nature of the office. It transforms it from a personal platform into an institutional entity. And in doing so, it prepares it for continuity. Compensation as a Compass Incentive programmes are just tools. But their use and uptake are also a signal. A reflection of how a family sees its future, and who it wants to take them there. Family offices have many questions, but in 2025, compensation is viewed more strategically than ever before. A view that blends finance with philosophy, and reward with responsibility. For family offices serious about long-term alignment, legacy, and culture, the question is no longer whether to introduce LTIPs. The question is how well they are designed and what they are designed to say.
Business Insider
3 hours ago
- Business Insider
Polycab India Ltd. (POLYCAB) Receives a Buy from Morgan Stanley
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Yahoo
12 hours ago
- Yahoo
Morgan Stanley Reiterates a Buy Rating on AbbVie (ABBV) With a $250 PT
AbbVie Inc. (NYSE:ABBV) is one of the best long term low volatility stocks to buy now. On July 10, Morgan Stanley analyst Terrence Flynn reiterated a Buy rating on AbbVie Inc. (NYSE:ABBV) and set a price target of $250.00. A pharmacist handing out a pharmaceutical drug to a patient in a drug store or chemist. AbbVie Inc. (NYSE:ABBV) reported positive fiscal Q1 2025 results that support the optimistic outlook, with adjusted diluted EPS reaching $2.46, experiencing a 6.5% growth. The company also reported $13.343 billion in net revenue for the first quarter of 2025, reflecting an 8.4% growth on a reported basis or 9.8% on an operational basis. AbbVie Inc. (NYSE:ABBV) is a research-based pharmaceutical company that develops and sells products to treat chronic diseases in oncology, gastroenterology, rheumatology, dermatology, virology, and various other serious health conditions. While we acknowledge the potential of ABBV as an investment, we believe certain AI stocks offer greater upside potential and carry less downside risk. If you're looking for an extremely undervalued AI stock that also stands to benefit significantly from Trump-era tariffs and the onshoring trend, see our free report on the best short-term AI stock. READ NEXT: 30 Stocks That Should Double in 3 Years and 11 Hidden AI Stocks to Buy Right Now. Disclosure: None. This article is originally published at Insider Monkey.
