With performance 1:1s in place, the final system for achieving role clarity is implementing a Scalable Compensation model aligned to goals and objectives.

A strong compensation model:

• Bases salaries on benchmark data for each role
• Provides potential for bonus payouts tied to achieving results and goals
• Matches incentives to measurable outcomes rather than activity-based metrics
• Offers internal promotions and raises as team members take on more responsibility
• Supplements salary with benefits and quality-of-life perks

To develop a scalable compensation model:

• Research salary ranges and bonus structures for each role in your industry
• Add a performance bonus model to relative roles. Performance-based on accomplishing key results in their Role Scorecards
• Consider profit sharing or commission plans for sales roles
• Establish clear criteria for internal promotions and salary increases
• Select supplemental benefits and perks that attract or retain top talent

A compensation model that scales with performance helps you: