This disparity is expected to manifest at bonus time. Many "were way off with their estimates on financial performance," said Tim Dupuis, principal at compensation consultancy Pearl Meyer.

Unique dynamics can challenge executive pay strategy in family-controlled organizations. These steps can help avoid pitfalls and deliver success.

The company's rate of AI adoption is important to consider, said Dan Moynihan, managing director at Pearl Meyer.

Uncertainty in the marketplace has become a new normal, Matt Turner, president of executive compensation at Pearl Meyer.

For a new CEO, the last thing you want is to show up and have key members of your team leaving while you're trying to be successful as fast as possible, Dan Moynihan explained.

“This data may indicate some employers are recognizing that in the absence of large compensation increases, they need to offer something to key employees,” said Susan Sandlund, managing director and leadership practice lead at Pearl Meyer.

"There's been a higher emphasis on things like succession planning that nom and gov has taken the laboring on, which has increased workload there," said Ryan Hourihan, managing director at Pearl Meyer.

“There’s so much happening both externally and internally and organizations are going through constant change and it’s not letting up,” said Susan Sandlund, a managing director at Pearl Meyer who leads the leadership consulting practice.

“These times are unprecedented... Incredible different forces are at play in the environment that can impact the effectiveness of a CEO, their team and their overall organization,” Susan Sandlund, a managing director at Pearl Meyer.

But Matt Turner, managing director at Pearl Meyer, cautions against overreaction. “There’s so much unknown about what will happen with the tariff situation. It’s better to wait and see… if you make an adjustment now and it looks like you’ve benefited from a windfall, that can be really bad optics.”