Partner Remuneration System™ Diagnostic
Our in-depth partner remuneration system diagnostic uncovers specific actions you can take to measurably improve your partner reward system.
What the Partner Remuneration System Diagnostic Does
The best partner compensation systems drive strategy execution, foster collaboration among partners and provide competitive profit shares to retain and attract the best partner talent – all while recognizing that each partner’s contributions to the business are unique.
Our in-depth partner remuneration system diagnostic uncovers specific actions you can take to measurably improve your partner reward system.
Why Firms Invest in the Diagnostic
The best partner compensation systems drive strategy execution, foster collaboration among partners and provide competitive profit shares to retain and attract the best partner talent – all while recognizing that each partner’s contributions to the business are unique.
01
Data-driven mandate
Replace opinion and politics with objective evidence that shows where your remuneration system is working and where it needs to change.
02
De-risk major reform
Identify risks, unintended consequences and governance gaps before redesigning your partner remuneration system.
03
Align reward with strategy
Assess whether your remuneration system reinforces the behaviours your firm needs to achieve its strategic objectives.
04
Build leadership alignment
Create a shared fact base that helps managing partners, remuneration committees and boards make confident decisions together.
05
Prioritise the right actions
Receive clear, evidence-based recommendations that focus leadership attention on the improvements that will have the greatest impact.
The six drivers of effective partner compensation
Through our consulting work, we have identified six key drivers of highly effective partner compensation systems. Our partner remuneration system diagnostic covers all six.
01
Strategic Foundations
How well your partner reward system is aligned to firm strategy, culture and long-term direction. A system that is misaligned with strategy will actively undermine the behaviours your firm needs to succeed.
02
Financial Outcomes
The effectiveness of your profit-sharing structures in delivering competitive and equitable financial rewards to partners. This driver examines whether financial outcomes are perceived as fair and competitive in the market.
03
Partner Contribution Management
How partner contributions are defined, assessed and recognised consistently across the partnership. This driver evaluates whether the firm has a robust and shared understanding of what constitutes partner contribution.
04
Measures and Key Performance Indicators (KPIs)
The quality, relevance and consistency of the metrics used to evaluate and reward partner performance. This driver examines whether the measures in use genuinely capture the full range of partner value creation.
05
Compensation Decision-Making Efficacy
The transparency, fairness and effectiveness of the processes by which compensation decisions are made. This is consistently one of the most sensitive drivers and one of the most impactful when addressed.
06
Enablement and Underlying Infrastructure
The systems, tools and governance structures that underpin and enable the remuneration framework. Even a well-designed reward system will underperform if the infrastructure to support it is inadequate.
Four Core Outcomes
Our diagnostic delivers measurable insights that transform how your firm approaches partner remuneration.
01
Clarity
Gain a clear, independent view of how effectively your partner remuneration system supports your firm’s strategy, leadership priorities and long-term objectives.
02
Action priorities
Receive practical, evidence-based recommendations that identify the highest-impact opportunities and provide a clear direction for future improvement.
03
Peer benchmarking
Compare your results against similar professional service firms to understand where your remuneration system performs well and where it falls behind.
04
Measurable Progress
A baseline that enables you to measure the impact of changes and track improvements over time. The diagnostic creates a reference point against which future progress can be objectively measured.
How We Work With You
A structured, expert-led engagement that delivers clear and actionable findings for your leadership team.
Kick-off Workshop
Align on context, scope and firm-specific considerations with senior leadership.
Senior Leadership Interviews
In-depth interviews with senior leaders to understand the current system and its perceived strengths and gaps.
Partner Remuneration Diagnostic Survey
A diagnostic survey sent to all relevant partners, including all supporting communications.
Quantitative Analytics and Report
Rigorous analysis of survey data to produce your firm’s diagnostic findings across all six drivers.
Debriefing Workshop and Plan of Action
A detailed workshop presenting findings and a prioritised plan of action for your leadership team.
Start With Our Partner Compensation System Health Check
If a full partner remuneration diagnostic is not the right step yet, our Compensation System Health Check offers an entry-level alternative. It is designed for leadership teams who want to gauge the state of their compensation system and infrastructure without the full involvement of the partner group.
The Health Check gives your leadership team a structured, evidence-based view of whether a full compensation review is necessary and where the most pressing gaps lie. It is a lower-commitment starting point that still delivers clear, actionable direction.
Compensation System Health Check
An entry-level diagnostic for leadership teams. No partner involvement required.
- Leadership team only — no partner survey
- Assesses system design and infrastructure
- Identifies whether a full review is warranted
- Delivered as a structured debrief report
Client Outcome Anonymised
“We knew something was wrong. We just didn’t know what, or how to talk about it with the partnership.”
A 55-partner professional services firm had experienced three senior partner departures in 18 months. Leadership attributed the losses to market competition, but suspected the compensation system was a contributing factor. The diagnostic confirmed it: decision-making transparency was the lowest-rated dimension across the partnership and confidence in the fairness of the process had collapsed across two practice groups. Within 12 months of implementing the recommended changes, the firm reported measurable improvements across all six drivers.
Client details anonymised in accordance with our confidentiality policy.
3
Senior Partner Departures in 18 Months Prior
0
Senior Partner Departures in 18 Months After
6
Drivers Showing Measurable Improvement
12
Months to Measurable Impact
Watch: Partner remuneration insights
Explore our thinking on partner compensation, reward system design and what drives high-performing professional service firms.
Ready to Measurably Improve
Your Partner Reward System?
Our in-depth partner remuneration system diagnostic uncovers specific actions you can take to measurably improve your partner reward system.
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