Comments on: The Right Way To Share Profits http://selectmetrix.com/blogs/2007/01/the-right-way-to-share-profits/ A business blog dedicated to all topics pertaining to successful sales recruiting, hiring, managing and retaining in today's evolving market. Fri, 16 Jul 2010 00:06:13 +0000 hourly 1 http://wordpress.org/?v=3.0 By: Derrick Moe http://selectmetrix.com/blogs/2007/01/the-right-way-to-share-profits/comment-page-1/#comment-12591 Derrick Moe Wed, 31 Jan 2007 14:14:56 +0000 http://selectmetrix.com/blogs/2007/01/the-right-way-to-share-profits/#comment-12591 Eric, I couldn't agree more with you. Andersen's business is slowing down and they had a layoff. This move by the management team will stabilize a culture that could be fragile in the short-term. It is difficult to put a price on employee loyalty, but I am sure it is far more valuable than a 22% profit-sharing check. Eric,

I couldn’t agree more with you. Andersen’s business is slowing down and they had a layoff. This move by the management team will stabilize a culture that could be fragile in the short-term. It is difficult to put a price on employee loyalty, but I am sure it is far more valuable than a 22% profit-sharing check.

]]> By: Eric Ramberg http://selectmetrix.com/blogs/2007/01/the-right-way-to-share-profits/comment-page-1/#comment-12590 Eric Ramberg Wed, 31 Jan 2007 14:07:14 +0000 http://selectmetrix.com/blogs/2007/01/the-right-way-to-share-profits/#comment-12590 The 'contract' with employees is paramount - from an employee perspective, the variable pay opportunity is just as (if not more) important as the base salary. It represents more than compensation, it's a symbol of the company's trustworthiness. Andersen did the right thing by taking care of those departing employees (they had earned that extra comp) and in the process, reinforced their commitment to those who are still employed. Expected results? Employee loyalty (far more valuable than merely 'satisfaction') and institutionalizing of a brand attribute that helps customers select Andersen over their competitors. The ‘contract’ with employees is paramount – from an employee perspective, the variable pay opportunity is just as (if not more) important as the base salary. It represents more than compensation, it’s a symbol of the company’s trustworthiness.

Andersen did the right thing by taking care of those departing employees (they had earned that extra comp) and in the process, reinforced their commitment to those who are still employed. Expected results? Employee loyalty (far more valuable than merely ‘satisfaction’) and institutionalizing of a brand attribute that helps customers select Andersen over their competitors.

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