How to restructure incentives and compensation for founders as start-up transitions to early stage and revenue?

My company has been in business for five years. We're profitable, no debt. The old "socialist" compensation system is no longer working now that there's revenue and inequitable partnership man hours. I am restructuring the roles and responsibilities and now tying actions to incentives, rewards, and individualized compensation structures. I am finally giving myself a commission for being in business development/sales. That is a HUGE leap for us. Any advice you can give to break it to one partner who is operations (and a relative) that I should get paid based on my contribution? I work more hours and my contribution is essentially more valuable. As an early stage, EVERYTHING is front loaded between account management, new product development, and…