The Situation: Several years ago, our manufacturing facilities in Canada and USA began to transition from traditional hierarchical organizations to matrix organizations. At the same time, Leggett & Platt introduced a group / team approach to bonuses across all facilities. Prior to the group / team approach, bonuses were based on individual contribution and achievement. It was not unusual to see disparity in annual bonus payouts among individuals assigned to the same job class. The group/team approach means all members of the same job class have a common bonus potential expressed as a % of their individual base salary. Bonus payouts are driven by group/team performance to a set of five equally weighted facility operating metrics including: Quality, Delivery, Health & Safety, and Financial performance. Payouts are quarterly. The group / teams are comprised of all salaried employees at the facility who are bonus eligible. Some of our longer service employees have expressed some frustration with this bonus system and have requested return to a bonus system based on individual contribution and achievement. It should be noted that in no instance has an individual employee's bonus potential been reduced.
QUESTION: What other incentives apart from $$ can be introduced to drive ultimate team performance?