Best Practice: Does partner compensation make a difference in motivation and actual performance?
Asked and Answered
By John W. Olmstead, MBA, Ph.D, CMC
Q. We are a 21 attorney firm in San Francisco. Recently we have been considering overhauling our partner compensation in order to foster leadership and more of a team environment. Currently many of our partners are operating and functioning as if they are in separate law firms rather than part of a firm. What are your thoughts?
A. With thinner profit margins, firms can no longer carry unproductive partners. Law firms are demanding more from their partners and asking everyone to think outside the box to help the firm innovate for the future and obtain/retain a competitive advantage.
This has renewed discussion and debate on the topic of partner compensation and in particular whether compensation can make a difference in motivation, actual performance, and contribution.
We are receiving many more inquiries from firms looking to overhaul and redesign their partner compensation systems. Based upon these inquiries we believe that many firms are expecting miracles from their compensation systems and are asking and expecting more than they will ever be able to accomplish. They are not just seeking to align pay with performance – but have far higher expectations. For example:
- Dramatically improving a partner’s worth ethic.
- Changing a partner from being a lone ranger to a “firm first” team player.
- Resolving maverick partner “lone ranger” behavior and getting them to follow firm policy and play by the rules.
- Getting partners on board with new strategies and getting them to actually implement them.
- Getting partners to take on leadership roles and become effective leaders.
- A system that is aligned with the firm’s business strategies, culture, and personality.
- A reduction in partner dissatisfaction.
- A system that rewards performance and contribution as well as other behaviors that the firm desires to reinforce.
- A system that is perceived as fair by the partners.
- Get Maverick and Unproductive Partners off the Bus (Deal with Problem Partners)
- Get the Right People on the Bus and in the Right Seats (Hire Right and Retain)
- Insure that the Partner Compensation is Reinforcing the Right Behaviors, Rewarding the Right People and Keeping the Right People on the Bus
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