Gain sharing: the design guarantees success

Article Abstract:

Gain sharing programs designed to encourage employee involvement in increasing company productivity require careful design and implementation to be successful. Gain sharing is one part of an overall productivity strategy that also includes: identifying customer needs, implementing productivity improvement systems, and improving product quality. A successful gain sharing plan includes: setting objectives; defining performance measures; funding; payment size, form, and frequency; and support groups, meetings, training, auditors, and newsletters. Key design factors include: management characteristics, compensation system, and employee participation in design and administration. The implementation process includes: creating the basic plan, developing support culture and systems, and running a pilot test. Why gain sharing plans fail is described.

Management, Labor productivity

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Spot gain sharing provides high-impact incentives

Article Abstract:

Many firms believe traditional gain sharing plans have shortcomings, and have implemented spot gain sharing programs (SGS) because the programs provide high-impact incentives. The programs center on specific difficulties in specific departments, and work to produce high performance from participants during specified time periods. The advantages of the programs are that they can be applied to a variety of situations, and they also help to bolster employee morale. To be successful, the SGS programs need to identify problems accurately and address the issue of internal equity, as well as to communicate with employees about the specifics of SGS programs.

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