Law firm compensation is such a weird nut to crack. Since "hours worked" is the golden metric, being comfortably utilised isn& #39;t an option: you should be *busy*, even if you& #39;re busy not doing anything useful. https://twitter.com/jackwshepherd/status/1300338786275127297">https://twitter.com/jackwshep...

What if we did compensation another way? Although time should be recorded, no billable targets (some firms already do this). Time-based bonuses where the benefit really tapers off after a certain point. There should be a culture of "Why is Bob doing 20hr stints? That& #39;s worrying."

I& #39;d love to see more bonuses linked to leadership and culture goals, impactful projects, training others, pro bono or D&I work, and good feedback from clients and colleagues.

This does happen, but I don& #39;t often see clear frameworks or buy-in from the top. It needs to be as clear as: you have a utilisation-based bonus and a contribution-based bonus. Equally emphasised.