BUILD THE TEAM
Set Fair Pay & Clear Roles
Pay your team fairly and define who does what, so people stay and the business runs smoother
What it solves
Unclear roles and pay that was only ever talked about breed confusion and quiet resentment. This guide is for owners with a team who want both written down. You define each role, check local market pay, set a base plus a results-based bonus, put it all on paper, and review it every year.
What this is worth: Consultants build ops and onboarding systems at $150 to $300 an hour.
What is inside
- A role definition step naming what each person owns and is judged on.
- A one-owner-per-outcome rule that ends the "I thought you had it" problem.
- A market pay check to find fair, competitive local ranges for each role.
- A base plus incentive model, with bonuses tied to results people control.
- A yearly review to adjust roles and pay for growth and the market.
One time
Instant download with a copy-paste AI prompt. Yours to keep.
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Or get all of Operations & finance in one move →What is next
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Questions, answered
Step two has you search local pay for each role and aim for fair, competitive ranges. The file's reasoning: underpay and you lose people, overpay and your margins suffer.
The file pairs a steady base with a bonus tied to results each person controls. That motivates the right work without putting anyone's rent at risk, and it rewards what actually grows the business.
Plan on an hour to think it through, with a list of who does what today and rough market pay for your roles in hand before you begin.
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