Help devise a remuneration system that support business culture and objectives

Our client was proud of its collegiate values, and operated a lock step remuneration system, where partner profits increased over time. They recognised that this was an inhibitor to growth and attracting strong new partners. The firm wanted to maintain a collegiate culture while making remuneration more performance-based.
 
Baker Tilly helped them to create a system based on setting and achieving performance objectives derived from the firm's strategic plan. Our role involved canvassing partners' opinions, analysing their views against the management team's stated objectives, offering a range of solutions which were put to the vote, and finally, creating an implementation plan.
 
As a result, the firm was able to moderate unrealistic aims at an early stage, maintain the diversity and culture of the firm while attracting "new blood", and increased the partners' confidence by successfully implementing internal change with a strong sense of consensus.