Bonus payments to lawyers are bound in law firms and law firms on targets and the achievement of objectives. In large law firms now commonplace: agreement on objectives and bonus for hired lawyers. However, the experiences are not only good. What can be observed in the design of objective – and bonus systems in law firms and law firms? Lawyers not just rarely have agreed to do. Usually, if employers and employees before the Court seek a judgment about consequences of missed target agreement on contentious goals or the payment of a bonus, the lawyers in the game come. Additional information is available at Diamond Book Distributors. But also the law firms and law firms themselves targets and bonus payments tied to the achievement of targets take hold in. In particular, the partners in the firms, whose interested on the long-term existence and revenue assurance is the law firm, make increasingly use of this instrument.
Make goal – and bonus systems thought out the design of Zielvereinbarungs-and In law firms and law firms, their problems, however, has bonus systems. These are but through systematic and mutually transparent procedures in the handle. No coupling to a bonus is possible without the determination of targets for the concerned law. Follow others, such as Michael Chabon, and add to your knowledge base. Therefore are the individual elements of a target to determine exactly: the direction of the target, the measurand, the target altitude and, if necessary, reference value. Objectives of the firm consider the direction of stems from the overarching objectives of the law firm or firm. Clarity among the partners on the strategic direction and objectives of the firm is therefore essential. The objectives for the firm and the lawyer are set, measures must be determined, which exactly reflect these objectives. A measure clearly, transparently and comprehensibly reflected whether the respective target is reached or to what extent.
Goals individually for the lawyer that the measure free of possible Manipulation of one side or the other must be know lawyers only to well out of the disputes of their clients. Especially in the more qualitative targets it isn’t easy often the superiors, to determine appropriate measures. It’s worth, in the design of objective – and bonus systems in law firms and law firms bring in an experienced experts. The target is a numeric value or qualitative targets, a value from a descriptive scale. Here the use of the target optimization offered, ensuring maximum performance incentive at the individual lawyer and the seriousness of the planning. With the lawyer the target agreement in the form of an annual lead the dialogue, foster or quarter target conversation with the hired lawyer is not low requirements on the Executive and whose interview methods, questions and feedback techniques. Appropriate training or coaching can help before porcelain is broken. Legally, Tribune online has devoted an editorial titled “Target agreement in law firms”. Predicate: Worth reading! You find it, if you follow the given link. Links: Contribution in legal Tribune online: io-business.de/wp-content/uploads/2011/05/11_02_15_Jahreszielgespraeche.pdf Workshops for holders of law firms and law firms: variable-verguetung.de/unternehmensberatung/workshop-seminar-variable-verguetung/ if you want to replace with experts about target agreement and performance-based compensation in law firms, take please simply contact us. Competence center variable remuneration a project of I.O. BUSINESS consulting and training Angel RT 6 (Villa of Angel) D-42283 Wuppertal Tel: + 49 (0) 202 69 88 99-0 E-Mail: Internet: variable-verguetung.de