Partner Compensation Pulse™
Our Partner Compensation Pulse™ gives leaders immediate clarity on how well their compensation system drives strategy execution, retains partners and wins lateral hires.
What is the Partner Compensation Pulse™?
The Partner Compensation Pulse™ gives you initial and immediate clarity on whether your partner remuneration system remains fit for purpose and where to explore changes. If you are uncertain about whether your firm requires a full partner compensation review, our Partner Compensation Pulse™ establishes initial priorities.
If you are uncertain about whether your firm requires a full partner compensation review, our Partner Compensation Pulse™ establishes initial priorities.
Why undertake a pulse check of your firm’s partner compensation system?
01
Make remuneration decisions with confidence
Use credible evidence rather than anecdotal information to make remuneration decisions.
02
Gain clarity on whether to act
Get a clear view on whether the firm should proceed with a broader review or maintain the current structure.
03
Demonstrate that leadership is acting objectively and fairly
Create an objective, externally analysed narrative that strengthens leadership credibility and reduces perceptions of bias.
04
Identify structural and reputational risks early
Gain earlier visibility into structural weaknesses and governance gaps before they escalate.
Our Partner Compensation Pulse™ establishes initial priorities and determines whether concerns are isolated issues or indicators of a broader problem.
What you will gain
01
Evidence-Based Clarity
A coherent, evidence-based view of where your compensation system is working and where it is not.
02
Decision Confidence
Clarity on whether to proceed with a broader review or maintain the current structure.
03
Leadership Credibility
An objective, externally analysed narrative that strengthens leadership credibility and reduces perceptions of bias.
04
Early Risk Visibility
Earlier visibility into structural weaknesses and governance gaps before they escalate.
What the Partner Compensation Pulse™ covers
01
Strategic Context
Does your remuneration system support the behaviours, priorities and outcomes your firm is seeking to achieve?
02
Incentive and Reward Design
Does the design of your remuneration system remain fit for your firm’s current needs?
03
Contribution and Empowerment
Does your framework appropriately recognise and reward value creation across the firm?
04
Decision-Making and Governance
Do clear, credible and consistently applied governance processes support your remuneration decisions?
05
Future Orientation
Does your remuneration system support your firm’s future direction and priorities?
How we work with you
Kick-off
90-minute meeting to understand the firm’s context, priorities and diagnostic participants.
Diagnostic
All members of the firm’s wider leadership team complete our diagnostic.
Leadership Debrief
3-hour workshop with the leadership team to explore implications, our recommendations and next steps.
A Glimpse Into How We Present Findings
Five Dimensions Radar
Executive Overview
Summary of diagnostic findings across all five dimensions. Each dimension is assessed based on aggregated leadership responses across the diagnostic instrument.
Dimension Summary
Aggregated leadership sentiment across the five dimensions.
Key Finding
Decision-Making and Governance is the lowest-rated dimension, indicating that leadership should prioritise governance transparency and consistency as an immediate area for exploration.
Strategic Context
Leadership responses assessing whether the remuneration system supports the behaviours, priorities and outcomes the firm is seeking to achieve.
Key Finding
Strategic context scores are broadly positive, though behavioural incentive alignment shows some variability across the leadership team.
Incentive and Reward Design
Leadership responses assessing whether the design of the remuneration system remains fit for the firm’s current needs.
Key Finding
Design currency is a notable concern — several leaders question whether the current system reflects the firm’s evolved priorities.
Contribution and Empowerment
Leadership responses assessing whether the framework appropriately recognises and rewards value creation across the firm.
Key Finding
Value creation scope is the weakest sub-dimension — leaders note that non-financial contributions are insufficiently recognised in the current framework.
Decision-Making and Governance
Leadership responses assessing whether clear, credible and consistently applied governance processes support remuneration decisions.
Key Finding
Governance credibility is the lowest-rated sub-dimension across the diagnostic, signalling that this area warrants further investigation in a broader review.
Future Orientation
Leadership responses assessing whether the remuneration system supports the firm’s future direction and priorities.
Key Finding
Future orientation scores are adequate but reveal limited confidence that the current system can adapt to the firm’s evolving strategic direction.
Watch: Partner Compensation Insights
Explore our thinking on partner compensation, reward system design and what drives high-performing professional service firms.
Video content coming soon. Contact us to discuss the topics that matter most to your firm.
Ready for Immediate Clarity on
Your Partner Compensation System?
Our Partner Compensation Pulse™ gives leaders immediate clarity on how well their compensation system drives strategy execution, retains partners and wins lateral hires.
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