Let’s talk compensation. It has been well documented that the amount of someone’s paycheck is not the #1 driver for their professional satisfaction. However, it does get pulled up to the top of the list quickly in the absence of the top drivers such as recognition, sense of purpose, ability to contribute, opportunity for advancement, etc. Today, I am discussing compensation plan designs. In my opinion, there are a few KEY considerations to incorporate into designing compensation plans to make them great.

Sometimes spending more dollars on the front end can save you a whole a lot more on the backend. I want to challenge you to think about the bigger perspective as it relates to the decisions and investments we make. 

I was in awe of the elaborate strategic plan the leadership team and I just produced. After three dedicated days of planning and brainstorming, we had seven pages of strategic initiatives to serve our business well for the next 36 months. What made it so impressive was also why it didn't work.

While Hunter Adams did not have any prior fabrication experience, he did have a MBA and business sense. So when a long-time family friend asked if he would be interested in buying his solid surface company, Trindco, Adams decided to take the leap of faith.