Raises: The When, The How & The Why

Course Objectives

1. Recognize the Importance of Structured Systems for Raises
   Learners will identify the challenges caused by ad-hoc or inconsistent raise practices and understand how clear systems prevent resentment, panic, and inequity within the team.
   
   
2. Learn to Align Raises With Practice Numbers and Overhead
   Learners will analyze staffing costs, production data, and overhead percentages to make raise decisions grounded in accurate financial knowledge rather than emotion or external pressure.
   
   
3. Establish Growth Ladders and Tier Systems
   Learners will design tier-based frameworks for each role in the practice, outlining baseline standards and advanced skill sets that provide a transparent path for growth, recognition, and compensation.
   
   
4. Promote Value-Based Compensation Over Tenure-Based Increases
   Learners will shift their approach from automatic yearly raises to raises based on value creation, skill mastery, and problem-solving contributions to the practice.
   
   
5. Strengthen Communication and Transparency Around Raises
   Learners will implement regular check-ins and clear documentation, ensuring staff understand their growth trajectory, expectations, and opportunities—building trust and reducing uncertainty.
   
   
6. Incorporate Culture and Core Values Into Compensation Decisions
   Learners will integrate both technical skill growth and cultural alignment into raise evaluations, ensuring team members advance while upholding practice values and standards.
   
   
7. Develop Confidence in Having Raise Conversations
   Learners will practice strategies for navigating uncomfortable compensation discussions with neutrality, confidence, and fairness—transforming raises into positive, motivating experiences for both staff and leadership.