Culture and Compensation are the components of Kelley Kronenberg’s two-prong business model. Great lawyers leave great firms for two main reasons: they are dissatisfied with the firm’s culture or they are dissatisfied with their compensation and earning potential. Our business model averts these pitfalls by fostering autonomy in both function and compensation.
Open Communication Opens Doors
In order to carry out our vision, our attorneys cannot be left in the dark. Open communication is essential to developing trust. As such, we offer our attorneys accurate information regarding the firm’s goals and company performance while maintaining our practice of disseminating information responsibly in order to protect and advance the interests of the firm.
At Kelley Kronenberg, we know that if problems arise, individuals are either part of the problem or part of the solution. We encourage our employees to be open and candid so that we can work together in a spirit of mutual trust and cooperation to augment the financial viability of the firm and advance the security and developmental needs of our employees.
Avoid the Blocks Caused by Bureaucracy
Bureaucratic “red tape” is one of the greatest threats to company cohesiveness and stability.
To avoid office politics, we keep the focus on the firm’s business objectives and each individual’s professional goals. We want to avail every attorney with the same opportunity for success. To this end, we provide our attorneys with equal and unlimited access to the firm’s vast resources.
The firm’s emphasis on autonomy supports our streamlined and straightforward system. Our attorneys know they control their own financial success and that the firm offers them the means to flourish. In this regard, we encourage open communication regarding the firm’s goals and how each attorney can contribute to meeting and exceeding these goals.
We put strenuous effort into building up our employees based upon their individual strengths and ensuring that each employee feels a sense of purpose. We offer our employees direct access to management and encourage constructive input aimed at bolstering the employee’s success.
Challenges Don’t Have to be a Challenge
The firm’s emphasis on cohesiveness, autonomy, and empowerment naturally repels the interpersonal challenges that typically infect similarly-sized firms. Without these challenges, the focus remains on the advancement of the employee and the firm.
Our employees are groomed to handle work challenges with composure and professionalism. The firm’s accentuation on time management, organization, and diligence minimizes the potential for organizational challenges that can undermine productivity.
You Practice Law While We Build Your Practice
As you advocate for your clients, we advocate for you. We know that many attorneys feel that the “business” of law often gets in the way of practicing law. At Kelley Kronenberg, our attorneys are free to practice law while we provide the business services and support they need to build a thriving practice.
Your Only Limitations are Those You Impose on Yourself
No one benefits from limitations. We have structured the firm’s compensation system to facilitate limitless income acceleration. With an aggressive compensation system in place, each attorney’s success is determined by his or her ambition, dedication and determination.
This also allows our attorneys to establish a level of work/life balance that meets their personal and familial needs with the full support of management.
Dollars and Sense
The firm uses a system of compensation that is both creative and rational. Our system allows attorneys to generate far greater income than can be realized under the traditional systems in place at most firms.
Consistent with the industry standard, our attorneys are offered a highly-competitive base salary that is guaranteed. However, based upon an attorney’s portable book of business, profit potential, personnel needs and overhead, the attorney can secure additional income based upon the profits his or her department generates. The additional income potential is determined based upon a tiered system, allocating an increased percentage that correlates to increasing profits generated by the attorney’s department.
In addition to our attorneys benefiting from this progressive system of income potential, we want to integrate this system to offer the highest level of support and benefits to our professional staff. In this regard, the financial benefits flow to the firm as a whole giving the firm the stability and strength to provide optimum benefits to all.