{"id":46318,"date":"2016-02-22t09:30:28","date_gmt":"2016-02-22t14:30:28","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=46318"},"modified":"2016-03-07t12:32:32","modified_gmt":"2016-03-07t17:32:32","slug":"system-vs-system-partner-compensation-best-practices","status":"publish","type":"post","link":"\/\/www.g005e.com\/2016\/02\/22\/system-vs-system-partner-compensation-best-practices\/","title":{"rendered":"system vs. system: partner compensation best practices"},"content":{"rendered":"
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bonus lists: 12 allocation systems and\u00a022\u00a0intangible performance attributes.<\/strong><\/p>\n

by marc rosenberg<\/span><\/i>
\ncpa firm retreats<\/span><\/i><\/a><\/u><\/p>\n

\u201cif people are concerned about their absolute level of compensation, then they can<\/em> be satisfied. however, if their focus is on relative standing, then they can never<\/em> be satisfied.\u201d \u2013 andrew grove, former chairman of intel<\/p><\/blockquote>\n

you’ve decided you’re going to discuss partner compensation at your next retreat, then you’ll need to start with some warm-up materials.<\/p>\n

<\/b>begin with this partner compensation best practices13-point checklist:<\/strong><\/p>\n

read more →<\/a><\/p>\n