OUR PROCESS

 

At ThreePoint Consulting, we are passionate about solving problems tailored to your needs. We make the effort to explore the problem space before exploring the solution space.

In our experience, the underlying cause of issues around pay are often broader, more nuanced, or different than people originally assume. We also believe in making recommendations based on facts, not assumptions, so data-gathering and analysis are critical aspects of every engagement.

 
 

We know pay decisions usually involve multiple stakeholders, sometimes with conflicting views. We work with you to understand these views and design solutions that meet key requirements.

Once changes are agreed, we do not walk away. Implementation leadership and clear communication are critical, so we help with planning, drafting communication pieces and delivering key messages. Whether we are dealing with partners in a professional service firm, owners of a private company or teachers, we make sure all stakeholders understand what is changing and why, and what exactly it means for everyone.

Our projects typically include the following six steps:

  1. DEFINE PRIORITIES AND ARTICULATE THE CASE FOR CHANGE
    DEVELOP PLAN AND PROVIDE SUPPORT FOR SUCCESSFUL ROLLOUT

  2. FACT-FINDING (DATA ANALYSIS, INTERVIEWS, FOCUS GROUPS)
    GENERATE AGREEMENT AMONG STAKEHOLDERS

  3. DEVELOP DESIGN ALTERNATIVES
    IDENTIFY IMPLICATIONS OF DESIGN CHOICES (E.G., PEOPLE, COST, TIME)

  4. REFINE AND MODEL DESIGN ALTERNATIVES
    PRESENT ALTERNATIVES, HIGH-LIGHTING POSITIVES AND NEGATIVES

  5. BUILD CONSENSUS AND GAIN APPROVAL
    CLARIFY ISSUES AND NEEDS AND SEEK PATTERNS IN THE DATA

  6. IMPLEMENTATION AND ONGOING COMMUNICATION>
    CLARIFY CLIENT'S NEEDS AND OBJECTIVES

The right compensation system clarifies what matters most and encourages people to make it happen. We help clients define desired behaviors, make fact-based compensation design decisions, and ensure new systems are properly implemented.

DELIVERING RESULTS

 

After working with ThreePoint, clients experience many of these changes:

FROM

TO

 

Pay systems that are unfocused or reward the wrong behaviors

More intentional pay systems linked to the organization’s needs and goals

 

People paid the same regardless of performance

More pay delivered to the right people

 

People doing what they think is important

People doing what the organization says is important

 

Employee confusion about what is expected, how they are paid and how they progress in their job

More definition and clarity about what behaviors are valued, how the pay systems works and career progression

 

Losing our best people

Retaining our best people

 

Employee frustration and lack of direction

Employee satisfaction and motivation