The Impact Insider

Engagement best practices, tips, and trends.

Deepening engagement requires vigilance and perseverance.

Every Friday we help you dig deeper into developing a highly engaged workforce by delivering the industry’s top engagement information, inspiration, and impactful tips straight to your inbox.

Master the first level of engagement

Cultivate commitment with pay, performance and perks

At Joychiever, our Hierarchy of Engagement model identifies seven essential levels that contribute to a harmonious and productive work environment, propelling employee engagement. The first level of this model explores how a firm’s policies and systems regarding compensation, performance management, and benefits can encourage engagement rather than disengagement.
Let’s dive into a story of what NOT to do, shall we?

Meet Amelia, a young and ambitious professional who was eager to prove her worth at her firm. But over time, she started noticing some issues that made her question the organization she once admired.

First off, the firm’s compensation policies were pretty unclear, leaving Amelia feeling uncertain and questioning their fairness. She even heard rumors about colleagues getting paid more for similar work. Talk about sowing seeds of doubt and distrust in the management!

To make matters worse, the firm’s compensation and bonus systems were all about billable hours, creating a stressful, competitive culture. Amelia felt the pressure to constantly bill more hours, and it started to wear her down.

And despite her hard work, Amelia barely received any feedback on her performance. Sure, there were annual performance reviews, but it seemed like “no news is good news” was the motto at this firm. This left her wondering if her efforts were even being recognized.

On top of that, the firm had great benefits and well-being resources, but Amelia couldn’t really take advantage of them. Between billing pressures and the feeling that using these resources was seen as a sign of weakness, she was stuck.

Eventually, Amelia’s enthusiasm for her firm faded, and she left to find a workplace that genuinely valued its team members. So, how can you avoid making the same mistakes? Here are some best practices:

Transparent Compensation Policies: Make sure to clearly communicate your compensation policies and how they relate to performance. This helps team members understand their rewards and ensures fairness. Don’t forget to regularly review and adjust compensation packages to stay competitive!

Balanced Compensation and Bonus Systems: While billable hours matter, create a balanced system that also rewards quality work, client satisfaction, and teamwork. This reduces stress and promotes collaboration.

Regular Performance Feedback: Keep the lines of communication open with frequent check-ins and performance reviews. This helps team members understand their progress and feel recognized for their efforts. Encourage open communication between partners/managers and team members to address concerns and support growth.

Encourage Utilization of Benefits and Well-being Resources: Make your workplace a supportive environment where team members feel comfortable taking advantage of benefits and well-being resources, like vacation time and wellness programs. Promote a healthy work-life balance and get rid of the stigma around using these resources.

By implementing these best practices, your firm can foster a work environment that boosts employee engagement, leading to a more committed and high-performing team.

See you next week when we discuss level two: Worklife.

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