How to Change Attorney Compensation Without Losing Your Team (Part 1)

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After building Sterling Lawyers from zero to 25+ attorneys and $15 million in revenue over the past decade, I'm sharing our journey of transforming lawyer compensation to drive sustainable growth.

🕒 VIDEO TIMESTAMPS:
0:00 - Introduction & Early Compensation Model
4:15 - The 2022 Partner Group Model
8:30 - Gathering Attorney Feedback
12:45 - Building the New Framework
18:20 - Implementation Strategy
23:00 - Results and Future Vision

In this conversation with Jeff Kerlin, we dive deep into how our compensation model evolved from a basic 35% collections structure to a sophisticated system that rewards growth and development. When we started Sterling Lawyers, we used a straightforward percentage model - 35% of collections plus 10% for referrals. This worked initially, but as we grew and added more support staff and operational costs, we needed something more sustainable.

The critical turning point came when we implemented our Partner Group Model, dividing our practice into regional offices led by senior partners. While this showed promise, we learned valuable lessons about what our attorneys truly valued in their compensation structure. Jeff Kerlin spent 14 months carefully crafting a new framework that better served both our firm and our attorneys.

What makes our current model unique is its focus on clear career progression paths. From associates to managing partners, each level has specific competencies and corresponding compensation structures. This framework especially excels at developing new talent through dedicated mentorship programs and weekly coaching sessions.

The transformation process involved extensive collaboration with our entire legal team through:

1- Focus groups and anonymous surveys capturing honest feedback
2 - One-on-one consultations with every attorney
3 - Personalized compensation calculators
4 - Comprehensive competency rubrics
5 - Transparent promotion criteria

For law firm owners watching, this episode provides actionable insights on implementing major organizational change while maintaining team trust and buy-in. Our experience shows that with careful planning and genuine collaboration, you can create compensation systems that drive growth while nurturing talent at all levels.

⚖️ Connect with me:
Website: https://jsterlinghughes.com/
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Disclaimer: This video shares our experience with lawyer compensation models and should not be construed as universal advice. Every law firm is unique and requires individual evaluation. Connect with us to discuss your specific situation.