Related Posts
Community Builder
More Posts
The coolest thing engineering gave us...
Any trust and estate attorney openings in Texas?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Margin pipeline revenue and a few people scores
Basically a balanced scorecard, and in reality weighted by who you know and who knows you lol.
We focus on 2-3 big wigs and blend in a 360 evaluation for the comp committee to drive comp. As an industry leader my goals are driven by team/client growth along with achieving certain new industry deliverables and team engagement goals. We also have non negotiables or stewardship responsibilities to maintain our positions as a partner such as profitability, admin items and firm leadership roles. These aren’t goals but just good behavior items that everyone has to maintain their share of contribution in.
I think the biggest challenge with any partner eval process is that it’s not one size fits all. Partners may all contribute in different ways and not all of those ways are ascribed equal value. People that are great at sales usually suck at training and mentoring. Technical people may not be good at sales. Great Client service people may or may not also be good at sales or technically. In my experience leadership primarily rewards sales and growth. And, while sales and growth are easily measured, many other important attributes aren’t easily measured.
I’ve never seen a good and fair partner evaluation process. IMO, most are designed to be sufficiently vague to leave enough room for good or bad raises…to KPMG1s point…who knows you, and I’ll add, who likes you.