Edge International

Don’t touch that compensation system (yet)!

Law firms struggling with partner compensation — which is to say, almost all firms — often blame the compensation system. But more often than not, the problem lies with the ways in which the compensation process plays out, including expectations of partner behavior and the communication of the process by which a figure is reached.

Law firms frequently call me to say they need help with their compensation system. Sometimes, they’ll indicate that it’s simply part of the strategic review. After peeling back the layers and determining what they really want, however, it is often apparent that the compensation system is just fine “as is.” It is the deployment of the compensation process that can create unnecessary challenges.

In this article, I will explore why so many partners may be griping about a compensation system that, in fact, is just fine.

Gerry Riskin

Edge Founder & Principal specializes in counseling law firm leaders on issues relating to the evolution of the structure and management of their law firms and the architecture of competitive strategies.  He has served hundreds of law firm clients around the globe from small boutiques to mega firms including working with the largest law firms in the world.  Gerry is still a Canadian but has resided on the Caribbean Island of Anguilla, British West Indies for more than 25 years.

Email Gerry at [email protected] or text or call him at +1 (202) 957-6717