{"id":49311,"date":"2016-06-24t05:00:44","date_gmt":"2016-06-24t09:00:44","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=49311"},"modified":"2016-06-30t07:44:57","modified_gmt":"2016-06-30t11:44:57","slug":"6-ways-pay-partners","status":"publish","type":"post","link":"\/\/www.g005e.com\/2016\/06\/24\/6-ways-pay-partners\/","title":{"rendered":"6 ways to pay partners"},"content":{"rendered":"
paying for performance alone doesn’t always work.<\/a><\/strong><\/p>\n by august aquila<\/em> many of us, including myself, thought that the right compensation plan would solve the answer to underperformance and motivation. over the last 10 years or so, firms have moved from a formula-based plan to a pay-for-performance plan that takes into consideration<\/p>\n more on leadership for<\/b> pro members<\/b><\/a>:<\/b> work together better in 11 steps<\/a> | the checks and balances your firm needs<\/a> | don\u2019t weed out the roses<\/a> | back to basics: 25 ways to grow your practice<\/a> | 3 ways to halt a poor leader<\/a> | 8 questions that staff ask in a merger<\/a><\/p><\/blockquote>\n while this has helped place more emphasis on performance, it hasn’t been a magic bullet. why are so many firms still missing the boat when it comes to motivating partners and staff to perform at a higher level?
\ncreating the effective partnership<\/em><\/a><\/p>\n\n
\n read more →<\/a><\/p>\n