Sorry, I'll be the spoil sport here. I have owned my own companies for over 30 years and have experimented with all kinds of bonus programs to try to motivate people more. My experience with profit share in a small company was dismal at best. Its like burning your money. If your company is consistently profitable, then, basically, you are just sharing the wealth. A nice thing to do but it is not a motivator. For example, lets take a company that has 100 employees and makes 1 million a year in profit. If their profit share formula is to share 20% of profit, then $200,000 goes to the 100 employees or $2,000 each. Now, say Jack in the warehouse feels motivated to help the company because of his positive perception of the wonderful profit share plan, so he figures out some inventory control system that works great and saves the company an extra $20,000 for the year. So now, profits for the year are 1,020,000. Take 20% of that for distribution and you now get 204,000 for distribution. Jack ends up getting an additional $40 for his year long great effort. Whoopee! Sooner or later, every employee does the math and comes to the same conclusion. They have no real power to affect the size of their own bonus. Motivation drops to zero.
Another problem with profit share in any size company is that Management can foul it all up with one decision. Let's build the Edsel! How about we double the charges at NetFlix? Any bright idea that goes astray can wipe out all the good little things that individual employees might do. Additionally, they usually have to wait a full year to get the bonus and in this instant-gratification society that is far too long to keep them motivated day to day.
I found that if I truly wanted to motivate workers, that I needed to design specific programs for each class of worker. The very short version of this is to identify what it is that that worker does which most contributes to the bottom line, do your math and figure out what they are contributing now and then how much more it would be if they did, say 20% better or more. Design a frequently paid bonus (monthly works best) that pays them about 30% of the extra savings or earnings over and above what they were doing anyway and turn them loose. People are very motivated when you can drill down to the specific act they are performing daily and know they can increase their paycheck for doing better NOW.
It is not as complicated as I made it sound. I have done it for years with every employee in the company ... not just sales and management, everyone, even entry level and all hourly personnel.