The answer is that profit sharing IS awesome, and companies that treat their employees that way see their employees start to act like family members in a way th

The answer is that profit sharing IS awesome, and companies that treat their employees that way see their employees start to act like family members in a way that no performance bonuses ever can. Where I work, 25% of the profit from each of our product lines goes directly to the team that produced that product, and the whole company has bonuses separately based on whether the company is making money or not (making money-> everyone gets a bonus). I'm not sure whether this is better than profit being shared across the whole company or not, as it has the positive side that people want to work on projects that they personally feel will succeed, yet the negative side that people stuck working on maintaining legacy products or projects they don't believe as much in end up demotivated.