Are you looking to boost productivity, improve employee engagement, and align your manufacturing team's objectives with business goals? This episode dives deep into “gain sharing,” guided by 20+ year industry veteran Dr. Chuck DeBettignies. Discover key strategies, actionable lessons, and why so many companies see rapid improvements when adopting this proven system.

1. What is Gain Sharing?

Gain sharing is a performance-based pay system in which employees receive bonuses linked directly to improvements in productivity and results, not just profits or effort. Unlike traditional profit sharing (often doled out at year-end), gain sharing provides frequent, transparent feedback—typically with monthly payouts and ongoing performance metrics. This creates a game-like environment where everyone is incentivized and aligned toward company goals.

2. From Car Races to Corporate Culture: Dr. Chuck’s Inspiration

Dr. Chuck shares a fun story about his childhood near the famous Indianapolis 500 racetrack, where he observed the determination and teamwork of race crews. The lesson? When people are passionate and feel purpose in their work, results soar—a philosophy he’s brought into the manufacturing world through gain sharing.

3. Gain Sharing vs. Profit Sharing

Profit sharing is retrospective and lacks actionable feedback for employees during the year. Gain sharing is proactive and immediate—employees see clear, frequent feedback tied to their daily and weekly work, allowing for real-time adjustments. This boosts performance and creates a culture of transparency and trust.

4. The Six Essentials of Effective Gain Sharing

• 80/20 Numbers: Use Pareto’s Principle to focus on the core drivers of profit and productivity—reward the efforts that matter most.
• Incentives: Frequent, transparent bonuses based on real results.
• Overall Plan: Define “what good looks like” company-wide, then cascade expectations to departments and individuals.
• Feedback: Regular, actionable feedback at all levels so that adjustments can be made immediately.
• Boots on the Ground Connection: Every worker knows their daily/weekly impact on the company’s results, ensuring engagement, inclusion, and accountability.
• Fixes: Systematically identify and solve problems that hinder performance; eliminating recurring issues leads to measurable, lasting gains.

5. Fast Results & Retention

Companies often see productivity improvements of 5-10% quickly, sometimes even higher, in just 30-90 days. Gain sharing not only improves the bottom line, but it also becomes a powerful employee retention tool. When workers feel valued and are paid for performance, loyalty increases and turnover decreases, often leading to “boomerang employees” who leave and later return for the meaningful culture and rewards.

6. Real-World Results & Overcoming Skepticism

While some employees may initially be skeptical of new programs, tangible, consistent bonuses quickly win over even the loudest doubters. These early skeptics often become the system's biggest advocates.

• Goal Alignment is essential in manufacturing: Gain sharing unites company and employee goals, reducing the conflict between “time worked” and “results delivered.”
• Transparency and feedback Loops build trust and real-time improvement, similar to the “Great Game of Business” model pioneered by Jack Stack.
• Problem Solving Matters: Consistent plans and weekly debriefs (identifying and fixing issues) drive lasting...

• LinkedIn: Clay Martin
• Website: recruitingPuertoRico.com

In this insightful episode of The Manufacturers Network Podcast, Lisa Ryan chats with Clay Martin, founder of Isla Talent, to discuss innovative solutions for manufacturing workforce shortages by recruiting top-tier blue-collar talent from Puerto Rico—no visas, no red tape. Clay shares his journey from the Peace Corps to entrepreneurial success and dives deep into the motivations, processes, and key considerations for American manufacturers looking to tap into the Puerto Rican labor market.

1. Solving Manufacturing Labor Shortages with Puerto Rican Talent

Clay Martin highlights the unique advantages of recruiting Puerto Rican workers for manufacturing roles in the U.S. Labor shortages have hit the sector hard. Puerto Rico presents a highly motivated, skilled workforce ready to relocate with minimal legal barriers.

2. Visa-Free, Hassle-Free Recruitment

A game-changing benefit: Puerto Ricans are U.S. citizens, so recruiting from the island involves no visa requirements or immigration red tape. Manufacturers can onboard 10–20 employees within 2–4 weeks.

3. Attracting Puerto Rican Workers—The Economic Motivator

Clay underscores how the significant pay gap between Puerto Rico and the mainland U.S. (manufacturing wages can be double on the mainland) incentivizes many Puerto Ricans to seek opportunities Stateside. Economic instability and past events like Hurricane Maria have further fueled this migration.

4. Best-Fit Industries & In-Demand Skills

Puerto Rican workers excel across various manufacturing sectors—food and beverage, metalwork, skilled trades like welding, carpentry, warehouse operations, and electrical work. Their flexibility and diverse skill sets make them an asset to various industries.

5. Building Trust, Not Just Filling Jobs

Recruitment success depends on relationship building, cultural understanding, and word-of-mouth reputation. Clay’s process includes on-site presence in Puerto Rico, culturally competent staff, and job fairs to foster trust.

6. Navigating Language & Onboarding Challenges

While many recruits speak conversational English, around 20–30% are fluent, and nearly all can get by with translation apps (aided by tools like Google Translate and DeepL). Customized onboarding, clear communication on pay and deductions (including tax differences), and thorough orientation sessions lead to better retention.

7. Practical Rollout & Retention Strategies

Successful placement involves coordinated logistics: furnished housing, transportation, transparent payroll deductions, and robust support post-placement. Retention incentives (e.g., bonuses after 4–6 months, wage increases, or unique perks like sports tickets) foster long-term commitment.

8. Pitfalls to Avoid

DIY recruiting can backfire without cultural sensitivity or adequate planning. Common mistakes include poor-quality housing, skipping proper training, or rushing the onboarding process in pursuit of production numbers.

• Patience and Flexibility pay dividends when integrating talent from new regions or backgrounds. Thorough onboarding and cultural support are critical.
• Transparency is Key: Clear communication about pay, taxes, and expectations helps avoid misunderstandings.
• Retention Incentives Matter: Creative bonuses and recognition encourage loyalty and reduce turnover, whether...

Connect with Scott Peters: https://www.linkedin.com/in/scottpeters74/

In this inspiring episode of The Manufacturers’ Network Podcast, host Lisa Ryan sits down with Scott Peters, a third-generation plastics and mold making expert who has spent nearly five decades shaping not just molds, but mindsets. As the founder of Molded Marketing and a lifelong advocate for the skilled trades, Scott brings a blend of technical expertise, leadership insight, and heartfelt storytelling to the conversation. Together, Lisa and Scott explore the dramatic transformation of mold making—from the “dungeon days” of manual processes to today’s precision-driven world of CNC machines and wire EDM technology. Scott shares how innovations like EDM, once unimaginable, now define modern tooling—and how this shift opens the door for younger, tech-savvy professionals to see manufacturing as a rewarding, purpose-driven career.

Scott and Lisa discuss why the old narratives around manufacturing no longer serve us, and how reframing the industry as a force for good can help attract a more diverse and motivated workforce. Scott emphasizes that mission-driven messaging—how manufacturing saves lives, supports families, and powers everyday life—is far more effective than focusing on pay or promotions. He shares his passion for storytelling as a recruitment tool, highlighting how manufacturers can use impact-focused narratives to inspire students, parents, and career changers alike.

The episode also dives into gender equity and DEI in the trades. Scott talks about the growing presence and leadership of women in mold making and manufacturing, from apprentices on the shop floor to owners and executives. He points to the work being done through organizations like SPE’s “Women Making the Mold” series and the Women in Manufacturing association, encouraging listeners to create inclusive workplaces where respect, equal pay, and equal opportunity are non-negotiables.

Education and workforce development take center stage as well. Scott champions early engagement with vocational and technical schools, urging manufacturers to participate in curriculum design, mentorship programs, and plant tours. He highlights initiatives like the SPE Foundation’s PlastiVan program, which brings hands-on science and plastics education to students across the country. His message is clear: if you want great people, you have to grow them—and that means teaching the basics first. Foundational mechanical knowledge, strong work ethic, and curiosity must come before CAD/CAM and digital tools.

Lisa and Scott also explore how safety and communication are at the heart of great culture. From his global experiences—including lessons learned in Chinese manufacturing environments—Scott shares real-life examples of how leadership presence and proactive plant engagement can prevent accidents, build trust, and create safer, more connected teams. He advocates for peer-led safety walks and on-the-floor conversations as a powerful, low-cost strategy to build accountability and ownership across the team.

Finally, the conversation wraps with a focus on retention. Scott urges manufacturers to eliminate repetitive, mindless tasks and instead challenge team members to learn, grow, and contribute meaningfully. He explains why trainability and enthusiasm often outweigh experience alone—and how consistent, specific recognition can create a culture where people want to stay. One of the episode’s key messages: “If you want to keep your people, make them feel seen.”

This episode is a masterclass in modern manufacturing leadership—from tools and technology to culture and communication. Whether you’re a shop owner, HR leader, plant supervisor, or workforce educator, Scott’s wisdom and warmth offer practical, proven strategies to help you shape a more sustainable, inclusive, and energized future for...