Common challenges we help solve

If you’re struggling with any of these issues, we can ease that burden

How do I design a better compensation plan?

What we hear – Deciding what to pay employees is one of the most important decisions for a business but one which comes without a clear set of instructions for getting it right.

How we help – From leading a detailed workshop exploring the options available to you and what has worked for other companies empowering you to consider new ideas on your own to partnering from start to finish on a new design or redesign of your enterprise compensation plan, we can help businesses of any size maximize the impact of their compensation program within their budgetary constraints.

How do I attract better candidates?

What we hear – Finding and attracting the right candidates seems difficult and feels even harder as you do it. From selecting the right channels from which to source candidates to evaluating them and finally convincing them to accept your offer, the whole process is filled with opportunities to slip up and miss out on hiring the people you really need.

How we help – Sometimes a simple diagnostic to locate and correct a single issue is enough to right the ship. Other times a thorough design effort is needed to design a process that will drive internal and external engagement empowering you to find, evaluate and attract the candidates you want in an efficient, effective way. Whatever the level of need, we can support you in figuring out what your talent acquisition program needs and make it happen.

Why aren't people delivering at their full potential?

What we hear – Whether it’s a salesperson who stops selling after meeting their targets or a manager who you need to manage more and focus less on their individual contributions, it’s common for good people to stop short of being great.

How we help – Depending on the situation, we can attack the problem head on, engaging your workforce directly to understand how they are motivated and want to be compensated to deliver their best or we can help you from the back room to explore options for updating performance management and compensation programs. Either way, we will work together with you to align the incentives you offer employees such that customer, business and employee motivations are all in sync.

How do I avoid losing my best people?

What we hear – Unwanted attrition can be a scary and damaging event for any business to deal with, and while all businesses must persevere through it at some point many feel like the losses should have been avoidable. However, knowing what can be done to avoid losing key people is not obvious as no good business leader would intentionally organize the business to include such risks.

How we help – People leave for many reasons. We can start by helping you determine if the root cause for attrition is related to compensation, culture, performance management, communication, a combination of these factors or something else entirely. From there, we can assist in designing interventions to bring down attrition risk while also looking at improvements succession planning practices.

How do I attract/retain millennials?

What we hear – The millennial generation seems to behave differently and demand different things that our more senior employees. Still they fill critical roles in the company and it is an inescapable reality that we need to count on millennials as part of our workforce.

How we help – While the millennial generation often gets singled out for seeking not-traditional rewards, the flexibility in approach required to appeal to the millennial stereotype has benefits for all generations. We help you build strategies to attract, retain and motivate diverse workforces which may include adjustments to compensation, performance management, recruiting strategy, communication to employees or some combination of multiple topics.

How do I design a commission structure that reflects many business objectives?

What we hear – Traditional sales and broker roles are frequently evolving to be more complex. Whether it is a need to drive profitability in addition to revenue, have the flexibility to push new products into the market more effectively or simply to motivate managers to spend more time managing even when they have their own sales targets too, basic commissions are often always a sufficient driver of the right performance in a complex business.

How we help – We help you connect the dots between customer needs, business priorities and employee motivations during the construction of variable pay programs that are simple enough for employees to understand and respond to while still reflecting the complex balance of priorities that the business needs employees to understand, respect, and respond to.

How do I avoid bad hiring decisions?

What we hear – Finding the perfect candidate is hard and takes a long time, but I’d rather wait to find the right person than risk hiring somebody who doesn’t work out. Unfortunately, this adds stress to existing employees and increases the risk of losing them employees before getting the relief of a new hire.

How we help – We help you build clarity in what you really need from a candidate – lowering the bar from the perfect candidate to simply the right candidate. We also help you (re)design the candidate evaluation process to operate more efficiently and effectively growing your confidence that the outcomes of the process are a trustworthy indication of the fit of the candidate. Finally, we will help you ensure that you on-boarding process sets your new hires up for success avoiding the situation of hiring the right person, but still having them fail.

I'm starting a new business. How do I design a great compensation plan?

What we hear – Standing up a business without the constraints of a prior compensation plan can be liberating, but too much freedom can easily paralyze the design process, especially when considering equity as part of the compensation plan.

How we help – We help you take a customer-centric view of your compensation plan ensuring that compensation plans will drive employees to serve customers in a way they want to be served within the constraints of how the business wants them served. We use this understanding to guide you in defining your target candidates (if not already known) and understanding what compensation instruments are available to you to attract, retain and motivate them. We help you confirm viability of the plan with financial modeling and/or market intelligence and assist in building the communication strategy for disseminating the plan.

Why does it take so long to hire people?

What we hear – The timeline from recognizing the need for a new employee to having somebody on-boarded is longer than it seems like it should be. It takes too long to sift through the noise of so many unqualified applicants, but once we do, it’s difficult to align the bandwidth of hiring managers and vested parties to interview and then select candidates lengthening the process further. And even when the process functions smoothly, we still run the risk that we can’t agree on whether or not to hire a specific candidate and have to revert to the least-risky position of saying “no” and continuing on to the next candidate.

How we help – It’s easy to assume that the simplest process will be the easiest to manage, but many simple processes involve unnecessary subjectivity in the decision and not enough opportunities to efficiently exit the process. We will show you how to rigorously design the process around assessing and confirming each hiring criterion in a way that gives you full confidence  requirements are met by a hired candidate without requiring any one person to personally assess all points of fit. We will show you how such a process avoids spending unnecessary time engaged with unfit candidates  and reduces the time burden on involved employees.

How do I get HR support on demand without hiring somebody?

What we hear – My business isn’t large enough to financially support hiring an HR leader, but I frequently wish I had somebody to bounce ideas off of rather than constantly feeling like I’m guessing.

How we help – We can provide fractional HR leadership support empowering you to have ready access to top tier HR insights and perspectives without having a on-going consulting project or the costs of hiring an HR employee.

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