Plan review
What current plans measure, what they've paid and what behavior they've driven.
Performance management & incentives
Pay and measure people for the results the business needs.
Goals, scorecards and incentive plans that connect what people are measured and paid on to the company's strategy and profit, from the leadership team's bonus to sales commissions and frontline incentives.
WHEN COMPANIES CALL US
You may need this if…
- Bonuses pay out in good years and bad.
- Sales commissions reward revenue even when the deals lose money.
- Goals are set once a year and forgotten.
- Top performers are paid much the same as everyone else.
WHAT YOU GET
Outputs your team keeps and uses.
Scorecards
A small set of goals for each level, linked to the company's priorities.
Incentive design
Bonus and commission plans with clear measures, thresholds and caps, modeled for cost.
Review rhythm
Regular check-ins and reviews that keep goals current and performance visible.
Rollout pack
Plan documents, calculators and communications so people understand how they're paid.
HOW IT WORKS
The work, step by step.
- 1Weeks 1–3
Review
Analyze current plans, payouts and results; interview managers and staff.
- 2Weeks 3–7
Design
Build scorecards and plans and model their cost under different scenarios.
- 3Weeks 7–10
Launch
Finalize, communicate and set up tracking for the new plan year.
QUESTIONS THIS ANSWERS
- Do our incentives pay for the results we need?
- What should each level be measured on?
- What will the new plan cost in good and bad years?
- How do we explain the change so people support it?
HOW WE MEASURE IT
- Pay-for-performance alignment
- Incentive cost as a share of profit
- Goal attainment
- Regretted turnover among top performers
RUN THE NUMBERS FIRST
Free calculators for this decision.
Each one runs in your browser with your own numbers. Nothing is sent to us unless you choose to share it.WHERE THIS COMES UP MOST
Industries where this work matters.
COMMON QUESTIONS
Before you get in touch.
No. We design the performance and incentive structure; base salary benchmarking comes from compensation surveys or specialist firms.
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