As humans, we like to oversimplify, to throw people into “buckets”. One of the biggest buckets we use tends to be that most, if not all, people are driven by money. My experience has taught me that, while money is important to everyone as a means for survival, a very large percentage of people have other factors that drive them as much or more than money. Setting up a compensation plan that focuses only on monetary remuneration therefore will miss the point for many of your employees. While there are certain benefits that you may provide standard to all of your employees (such as healthcare or vacation time), you will want to work to understand what motivates each of your key team members, and structure compensation programs that will encourage them to perform at their best. A few examples of non-monetary compensation include a bigger office, an important title, the chance to run a key project, the chance to manage people, etc. There’s a very large number of possibilities, just make sure that the approach you choose is not predicated on the simple assumption that money is all that drives people. In most cases, it’s not. The same line of thought can be applied to your interactions with and offerings to customers, partners, suppliers, etc..