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HBO and The Ringer's Bill Simmons hosts the most downloaded sports podcast of all time, with a rotating crew of celebrities, athletes, and media staples, as well as mainstays like Cousin Sal, Joe House, and a slew of other friends and family members who always happen to be suspiciously available.
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In this 5th installment on COMPENSATION from the Mountain, Andrew gets practical: the BIG THREE—a Modest Base, Standards Pay, and Individual/Unit Performance Pay—and why pay must include incentives AND disincentives to teach cause-and-effect. He shows how to build Attitude/Happiness into Standards, why hourly is the worst (time expands), and how to classify pay (hourly, salary, piecework, performance) so people can own results. Then the rollout: set a HIGH Profit Standard, vet legality, tune the Chart of Accounts, separate Performance Pay GL (based on savings), run dynamic feedback instead of budgets, expose team results on a transparent Hall of Fame/Hall of Shame report, wire EMR/ops systems for objective monitoring, move to semi-monthly, push roles exempt where legal, and stress-test the model assuming 100% hit their targets. Finish with Accountability Contracts so the system Self-Regulates—creating owners, not renters—and a culture that wins.
Chapter Markers
(00:18) Why Compensation Again — “All of life is compensation… two sides of the magnet.”
(02:21) The Big Three — Modest Base • Standards Pay • Individual/Unit Performance Pay
(03:26) Modest Base Done Right — Prevent comfort-drift; avoid “hang back and get chips”
(04:25) Standards Bucket — Accountability lever; add/deduct with evolving needs
(05:49) Performance/Unit Pay — Controllability → motivation; avoid slack in team pools
(07:18) Attitude/Happiness — Make attitude a standard; “feel the pain” for poor attitude
(09:25) Four Classifications — Hourly (worst), Salary, Piecework, Performance (MBI-ized)
(11:09) Quality Records — 5,553 per 1,000 no-screw-up benchmark; customer delight
(13:10) Methods Menu — Per-unit, minimums, excellence thresholds, ranges
(14:43) Critical Path Rollout — Set Profit Standard (very high); legality; chart of accounts
(20:09) Performance GL — Separate accounts; pay from “savings” so wins aren’t punished
(22:22) Dynamic Feedback — Percent-based ops, not static budgets; three core reports
(24:27) Hall of Fame/Shame — Transparent team/location report drives behavior
(26:40) Wire the Systems — EMR/ops reports detect deviations; easy bonus logic
(28:15) Pay Cadence — Semi-monthly; smoother financials; protect manager bonuses
(30:37) Move Exempt (Legal) — Treat pros like pros; avoid time-expands trap
(32:08) Set Frontline First — Then immediate managers → indirects → executives
(39:47) Stress-Test 100% Win — Design so everyone hitting targets doesn’t break you
(40:17) Objective Monitoring — Accountability gap is human—so make it structural
(44:45) Accountability Contracts — Clear, legal, uniform commitments; standards over time
Song: If All the World Were Right - andrew reed & the liberation
Album: If All the World Were Right (Trilogy II Album 1)
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“If you’re paying people hourly, just realize it’s the worst way… the job will expand to fill the time allotted.”
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