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Outgrow your knack for keeping key people?	If you've done the vision thing, you're ready for the compensation thing.
Can we discuss a pay decrease?	Downsizing leave a few folk dangling?
Recruit 'em with a big base. Motivate 'em with a big bonus. Keep 'em with what?	Maybe it's time your employees set their own bonus levels.
You've re-engineered, re-organized and re-located, But have you re-evaluated how you're going to pay people?	Trying to bridge a few differences after a merger?