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Human Capital Strategies

Human Capital Strategies

A successful compensation plan ensures that you pay for what you get while you get what you pay for.  Industry research heavily supports the benefits of investing your interests in Human Capital that will directly affect your bottom line.  Based upon Ironstone’s work with multiple advisory firms to establish hiring, staffing, and compensation systems/plans, we have established the following key components to consider while building your compensation plan:

A Compensation Model Is Determined By The Following:

  • Firm goals (Rev, AUM, Households, Client Retention, etc.)
  • Available firm resources (Business and Human Capital costs – i.e. budget)
  • Competitive environment (demographic factors – NYC vs. Small town USA and hiring competition)
  • Solo, Silo, Ensemble Firm

A Compensation Plan Structure Is Based Upon:

  • Well-defined roles/responsibilities of each position (Job Descriptions for Producer and Non-Producer)
  • Salary ranges for each role
  • Clear incentive opportunities (% of Net Rev, % of salary to pay out for performance)
  • Established benefits – paid time off, medical, 401k, career development
  • Outlined performance goals for each position
  • Regular performance reviews (quarterly recommended) to determine if individual goals are being met and what type of incentive to pay

Compensation Structure Types Include:

  • Non-producers are paid salary only, while Producers are paid salary plus incentives
  • Non-producers and Producers are paid salary plus incentives to drive performance
  • Non-Experienced employees are paid higher salary with career path incentives – i.e. acquiring licenses 7/63/65, CFP, – moving towards a higher % of Rev pay with experience and in turn, salary becomes lower
    • Attraction of non-experienced is the ability for a firm to “mold” and align the individual to the practice
  • Experienced employees are paid lower salary with higher % Rev incentives because of experience

Common Mistakes Are:

  • Lack of structure around compensation – IDEAL GOAL – disciplined, transparent, and explainable structure – avoid subjectivity
  • Paying out bonuses regardless of whether firm has reached goals
  • Lack of conducting consistent performance reviews or aligning performance with pay
  • Using line of credit to pay bonuses
  • Incentives only being monetary – money does not motivate everyone – time off, personal development, wellness programs, awards, working virtually, etc…

While the benefits of an outstanding compensation plan might be clear-cut, the components and drivers can be somewhat of a mystery.  A clearly defined and well communicated STRUCTURE is the key to your successful compensation model!  Disciplined compensation plans are crucial for top-performance.

Develop strategies for effectiveness without paying too much and maintaining competitive compensation.  Ironstone can help you attain this and help you gain insight into how to make sure that performance meets firm standards, which align with firm goals and ultimately results in success.

Follow us as we explore each of Ironstone’s Fundamental 4™!

  • Strategic Planning
  • Business Development
  • Operational Effectiveness
  • The Human Element

You won’t want to miss our next in the series:  Business Development-Marketing Plans!

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How To Define Your Business Model And Set The Objectives That Will Bring It To Life

How To Define Your Business Model And Set The Objectives That Will Bring It To Life

Follow us as we explore the first of Ironstone’s Fundamental 4™ – Strategic Planning:  The main objective in this fundamental is to create an uncomplicated plan that clearly defines the direction of the practice.  Primary focus areas include business and succession planning, creating organizational structure, and collaboration amongst the management team.  It is crucial for management to develop realistic goals and objectives creating the framework for team member focus.  Even more crucial is management’s ability to communicate these goals so that the common focus permeates throughout the team.  Plans and models that are stored on a computer are seldom implemented and likely to be forgotten.

What type of business model are you following?   Solo, Silo, or Ensemble?

Strong ownership mentality helps drive success and creates focus to leverage services offered.

  • A Solo Firm has a single professional advisor position, typically the firm owner.
  • A Silo Firm is a producer group in which multiple advisors collectively share overhead and expenses but remain independent and have separate client bases
  • An Ensemble Firm is a multiple advisor firm that operates as one firm, with advisors generally paid on a defined compensation model.

Are you following the right business model for your firm and what is the difference between a business model and a business plan?

  • A Business Model ascertains how your business makes money.   It will identify the services that your clients find valuable.  The business model will focus on the largest income generator for your firm.  
  • A Business Plan embodies your set of business goals and how they can be attained.

Overall, the business model explains the flow of money within the company and the business plan outlines the structure needed to obtain that flow of money.  A business plan supports the business model and explains the steps to achieve the goals of that model.  If you change the business model, you will also need to change the business plan.

There is not a one-size-fits-all solution for every firm.  Ironstone works with highly successful firms operating with different business models.  You can make your business model decision after considering your goals and objectives.

Contact us for help in preparing your Business Model.  Use this guide to help you get started on setting the goals and objectives that will serve as the foundation of your Business Model.

 

Follow us as we explore each of Ironstone’s Fundamental 4™!

  • Strategic Planning
  • Business Development
  • Operational Effectiveness
  • The Human Element

You won’t want to miss our next post in the series:  Business Development – Niche Marketing