leadership, this is a formal, written setup. For all other employees, I've set aside a certain amount of the profits that then get distributed once a year (although I am looking at changing it to twice a year) based on position and number of years of service with the company. This is not a written contract with each employee, but I've done it from the beginning so every employee that has been with me from the beginning is able to share their experience with their new co-workers. While we still have turnover, I've got a lot of staff that have been with me from the time that we opened our doors. Many of my companies leadership are people I hired almost 20 years ago as entry level staff that have stuck with me through a couple of companies, in which I had the ability to do the same thing (meaning it wasn't my company to make final decisions with but the CEO and board would support my decisions). These types of plans really do make a difference when keeping people on board and help employees feel bought into the direction of the company. Couple this with consistent communication on the successes as well as the challenges facing the company, and everyone feels a sense of ownership over what is taking place.