MIXI has revised its executive compensation system to enhance medium- to long-term corporate value, introducing performance-linked stock compensation and clawback provisions. The measure aims to strengthen the compensation framework and increase transparency.<\/p>\n","protected":false},"comment_status":"open","ping_status":"closed","template":"","meta":{"Ticker":"","DATE":"","longName":"","company_name_ja":"","fullTimeEmployees":0,"address":"","phone":"","website":"","industry":"","sector":"","regularMarketPrice":0,"financialCurrency":"","marketCap":0,"fiftyTwoWeekLow":0,"fiftyTwoWeekHigh":0,"epsTrailingTwelveMonths":0,"epsForward":0,"bookValue":0,"totalRevenue":0,"OperatingIncome":0,"operatingMargins":0,"NetIncome":0,"profitMargins":0,"ebitda":0,"trailingPE":0,"forwardPE":0,"priceToBook":0,"returnOnEquity":0,"recommendationMean":0,"recommendationKey":"","targetMeanPrice":0,"numberOfAnalystOpinions":0,"analyst_earnings_data":"","dividendRate":0,"dividendYield":0,"payoutRatio":0,"totalEsg":0,"environmentScore":0,"socialScore":0,"governanceScore":0,"title":"","providerPublishTime":"","link":"","longBusinessSummary":"","longBusinessSummary_ja":"","quarterly_revenue":0,"quarterly_net_income":0,"quarterly_operating_profit":0,"enterprise_value":0,"company_officer_1_name":"","company_officer_1_title":"","company_officer_2_name":"","company_officer_2_title":"","company_officer_3_name":"","company_officer_3_title":"","company_officer_4_name":"","company_officer_4_title":"","company_officer_5_name":"","company_officer_5_title":"","company_officers_update_time":"","get_dividend_history_year1":0,"get_dividend_history_year2":0,"get_dividend_history_year3":0,"get_dividend_history_year4":0,"get_dividend_history_year5":0,"get_dividend_history_year6":0,"get_dividend_history_year7":0,"get_dividend_history_year8":0,"get_dividend_history_year9":0,"get_dividend_history_year10":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"jir_stock_code":"2121","jir_company_name":"MIXI, Inc.","jir_importance":"\u2605\u2605\u2605\u2605\u2606","jir_publication_date":"2026-06-26","jir_source_link":"https:\/\/japanir.jp\/wp-content\/uploads\/2026\/06\/2121-20260626-02.pdf","jir_short_summary":"MIXI has revised its executive compensation system to enhance medium- to long-term corporate value, introducing performance-linked stock compensation and clawback provisions. The measure aims to strengthen the compensation framework and increase transparency.","jir_summary":"### Background and Overview of the System Revision\nMIXI has reviewed its executive compensation system to aim for the enhancement of medium- to long-term corporate value. The company has newly introduced performance-linked stock compensation and established medium- to long-term incentives targeting revenue, EBITDA, and ROE. This aims to reinforce management\u2019s commitment to value creation. The system was decided based on advice from external specialized agencies and resolutions from the Nomination and Compensation Committee.\n\n### System Details and Impact on Shareholders\nThe revised compensation structure links short-term incentives (STI) with medium- to long-term incentives (LTI), and introduces relative TSR. It enables performance-based reward payments tied to shareholder returns and includes clawback provisions against misconduct. These measures aim to improve transparency and discipline in management, promoting sustainable value creation.","jir_financial_highlights":"Unknown: Unknown (Unknown)","jir_category":"","jir_hashtags":"#MIXI, #IRRelated, #JapaneseStocks","jir_key_figures":"Specific amounts and number of shares related to the compensation system revision are unknown\nThe maximum number of shares for the newly introduced performance-linked stock compensation is within 250,000 shares per eligible period\nThe maximum annual reward amount is within 1,000 million yen (100 million yen for outside directors)","jir_meta_title":"\u3010MIXI\u3011Revision of Executive Compensation System and Introduction of Long-term Incentives \uff5c June 2026","jir_meta_description":"MIXI revised its compensation system to enhance medium- to long-term corporate value, introducing performance-linked stock compensation and clawback provisions. The system aims to improve transparency and discipline.","jir_og_title":"\u3010MIXI\u3011Revision of Reward System and Long-term Incentives \uff5c June 2026","jir_og_description":"MIXI revised its compensation system to promote medium- to long-term value creation, implementing mechanisms to align shareholder and management interests.","jir_og_image_url":"\/assets\/og\/company-general_ir.jpg","jir_chart_data_collection":"[]","ir_related_company":9006,"ir_release_date":"","ir_type":"","ir_is_new":false,"ir_document_url":"","jir_ir_type":"executive_change","footnotes":""},"sector":[],"importance":[],"class_list":["post-71074","ir_release","type-ir_release","status-publish","hentry"],"yoast_head":"\n