At JobSnob, we have the unique opportunity to work with talented medical aesthetic professionals across the nation, including some of the best consultants in the industry. We had a chance to catch up with our friend Kaeli Lindholm, aesthetic consulting guru and CEO of KLC Consulting. Keep reading to learn Kaeli’s thoughts on the ever-relevant topic of compensation, from both the employer and employee perspective.JS: What are some of the most common questions or concerns you hear from practices about compensation?KL: What is the right number to pay them? How to bonus? Should they receive commission? What comp plan will best motivate an employee?JS: Compensation is often cited among the top reasons practices retain or lose good talent. How can a practice ensure that their top talent is being competitively compensated?KL: I believe the number one reason an employee leaves is because they don't feel appreciated. Compensation obviously is a big part of that IF making money is important to the employee. Today's younger employment force (millennial & gen z) tend to be more driven by purpose; they desire to be part of a bigger mission. So vision casting is a critical component to staff engagement and retainment.A practice can ensure their top talent is being appropriately compensated by:a) Understanding employee motivationsb) Compensating the employee in direct alignment with their revenue contributions + upside potentialc) Building a plan that is a win-win for the employee and the businessJS: Is the compensation topic best approached proactively by the employer or employee? Why?KL: Both. In order for a comp plan to work it needs to have both the employee and business goals in mind. The right comp plan produce 3-4x revenue for the business and be able to flex and grow with the employee. I spoke to this exact topic during a recent Podcast, "How to Create Key Performance Indicators".JS: What resources do you use or recommend to provide guidance to practices around compensation?KL: JobSnob of course! And working with a consultant to identify unique KPIs (or results) that the employee will be required to produce for the business. This goes for non-direct revenue producing employees as well. It's really a numbers game and when the business wins the employee should win too! I also recommend checking out Fierce Factor Podcast Episode 13: The Best Comp Plan to Motivate an Employee.JS: What advice would you give an employee about approaching the conversation topic? How can he/she prepare? What support materials, if any, do you recommend?KL: Great question. Too often I see employees asking for raises because they believe they are deserving of making more money (sometimes fully justified) without a business case to support it. An employee should have a clear perspective of what their contributions are to the business and be able to demonstrate how higher pay will produce better results for the business. I work with clients to build tangible and intangible deliverables that are tracked and measured so these conversions are fluid and comfortable to have during quarterly reviews. For example, direct sales and 5 star reviews. (Fierce Factor Podcast Episode 31: How to Ask for a Pay Raise)JS: What is the best time of day, week, year, etc., to have these conversations, or does that matter?KL: All the damn time! Seriously, I recommend a 90 day review every 90 days. I typically advise my practice managers to block out time for these convos so they aren't interrupted by daily tasks, patients, or fire drills.JS: Do you have any other thoughts on this issue that might be helpful for our readers?KL: I definitely would say that the conversation about compensation should not be an uncomfortable one. Clearly identify the "results" the employee will be responsible for producing for the business and pay appropriately. Consider a growth plan that includes upside potential for exceeding goals, and don't forget the little things that make employees feel appreciated like handwritten thank you notes, small gift cards, or flowers. Often it's the littlest things that mean the most.Kaeli Lindholm is CEO of KLC Consulting and Founder of the POP Aesthetic Leadership Academy, a 12 month business development incubator for women in aesthetics and wellness who disrupt the status quo. Her coaching and academy programs bring unique perspectives that challenge the very construct of business success. Paired with significant revenue growth, clients describe the benefit of working with Kaeli as “game-changing”, “both guide and exceptional partner”, and “provides value well beyond monetary measurement!”