Get the Performance-Based Pay and the Performance-Based Awards Program that Creates Incentivized Motivated Staff and the Best System that No Money Can Buy
Most family law offices pay attorneys and paralegals fixed salaries based upon expectations, with minimum billing targets enforced with nagging, painful yearly salary reviews, and threats of consequences.
More Family Law Profits has developed algorithms for performance-based pay and recognition awards for attorneys, paralegals, and business staff that incentivizes them to control business critical numbers. Consequently, they receive more pay, receive monthly awards, gain recognition through the Awards Program, and get to play competitive games.
Why is Performance-Based Pay so Important?
The More Family Law Profits algorithm that determines attorneys’ pay every six months based on their performance during the last six months has up to (10) tried and true variables they can control to elevate their pay while optimizing Critical Numbers and profits for the business.
The paralegal algorithm that determines their pay every six months based on their performance during the last six months has up to (7) tried and true variables they can control to elevate their pay while increasing profits for the business.
The business staff algorithm that determines their pay every six months based on their performance during the last six months has up to (3) tried and true variables they can control to elevate their pay while making More Family Law Profits for the business.
Legal staff on salaries can underbill for many reasons such as being forgetful, empathizing with clients, and not understanding or applying office billing protocols. This magically rarely happens with attorneys and paralegals on Performance-Based Pay who hurt themselves when underbilling. Yearly salary reviews become unnecessary. Pay raises happen as billed hourly rates are increased. Staff who begin billing less, for whatever reasons, automatically get less pay. Justice prevails because legal staff is not overpaid when performing poorly or underpaid when performing greatly. See the (27) Advantages of performance-based pay.
Why is a Performance-Based Office Recognition & Awards Program so Important?
Subjective Awards Programs can do more harm than good by lowering morale, whereas MFLP‘s proprietary Recognition & Awards Program controlled by algorithms is based on hard performance data, so that staff are not pitted against each other. This strategically designed awards program rewards staff to keep critical business numbers high. Monetary rewards, friendly competition, and recognition for exemplary work stimulate and motivate staff to reach higher levels than ever expected. Nagging the staff becomes unnecessary, and high office morale follows. See (15) Advantages of having a Performance-Based Recognition & Awards Program.