If you're suggesting the OKR system of setting goals that align individual and company, that seems like a good idea, but not when tied financially. If OP has a

If you're suggesting the OKR system of setting goals that align individual and company, that seems like a good idea, but not when tied financially. If OP has a small, growing business, this seems impractical. I've worked at startups that tried this and even a quarterly bonus failed. Why? Because things change too much. Despite their best efforts, what we thought was "The Most Important Thing" at the start of quarter ended up being slightly or sometimes completely different. This threw the whole bonus system off. Now, since I was counting on those bonuses, I always immediately brought up any conflicts; I was happy to make the change that was best for the company, but didn't want to be financially penalized for it. Also consider what an earlier comment brought up: Autonomy, Mastery, and Purpose (Dan Pink's Drive thesis). Financial incentives aren't the best options in creative roles.