The Power of the Pack: How Team-Based Environments Drive Productivity and Retention

In distribution centers across the country, productivity is under pressure. Absenteeism is up. Talent pipelines are inconsistent. And hiring your way out of the problem isn’t always sustainable. Leaders are asking a critical question: How do we increase output without waiting for workforce conditions to improve on their own?

At Eclipse Advantage, we’ve found that the most effective answer starts with how people work together—not just how many people you hire. Team environments built on aligned incentives, mutual accountability, and the right leadership model consistently outperform traditional workforce structures. And our Industrial Athletes are the proof.

Incentives That Actually Matter

The modern workforce has changed. Today’s employees are asking deeper questions: Why am I doing this job? What does it offer me beyond a paycheck? Can I grow here? As wages climb and job options expand, workers are no longer willing to settle for roles that feel disconnected from their values or goals. That’s why the right incentive model matters more than ever.

Sign-on bonuses and quick perks might get people in the door, but they rarely keep them there. Many companies have learned this the hard way. Workers collect the bonus, stay just long enough, and move on. The result? High churn, inconsistent teams, and mounting replacement costs. A better approach is to build an environment where people want to stay—because they see value every day they show up.

A Team-Based Pay Model That Works

At Eclipse Advantage, our Industrial Athletes work under a team-based productivity pay model that rewards collective performance, not time spent on the clock. Everyone on the team earns the same rate for the job—if the team performs well, they all earn more. That structure creates an “all for one, one for all” mindset that transforms how work gets done.

This model doesn’t just boost productivity—it reduces absenteeism. When employees know they can earn more based on what they accomplish, not just how long they’re on-site, they’re more motivated to show up, stay focused, and support each other. For many, the result is completing a full day’s work in less than eight hours—without sacrificing quality or safety.

As one of our Directors of Operations, Brandon Skipper, puts it: “For longevity, team merit is what lasts.” In our model, peers—not managers—motivate one another. Accountability doesn’t have to come from the top down. It can come from within the team, driven by shared goals and a shared paycheck.

Why Leadership Still Matters

While the pay model sets the framework, culture comes from leadership. The right leadership style turns incentive into action. A true leader doesn’t just direct—they motivate. They coach, connect, and invest in their teams. As Director of Operations, Michel Plasse says, “People often think of a boss as someone who tells you what to do. But a leader motivates you in the day-in, day-out routine.”

This kind of leadership creates a culture where people want to perform—not because they have to, but because they feel seen, supported, and part of something meaningful. Whether it’s building professional development programs or simply showing appreciation in everyday moments, leaders who model commitment inspire teams who do the same.

A Win for Both Sides of the Business

For employers, the benefits are measurable. Team-based pay creates fixed-cost predictability and scalable labor management. Productivity is easier to track, morale is higher, and absenteeism drops. Once distribution centers experience the results, they rarely go back. “Over 90% of our clients stick with the team-based model,” says Skipper. “It works because it’s not just about labor—it’s about alignment.”

For employees, the model creates agency. Industrial Athletes don’t just clock in and follow orders. They work together, take ownership of their output, and feel empowered by the results they help achieve. The model supports them financially and motivates them personally.

Build the Team You’ve Been Missing

In the middle of a labor shortage, your biggest opportunity isn’t just to hire more people—it’s to build a better system for the people you already have. At Eclipse Advantage, we help clients implement workforce models that drive engagement, loyalty, and performance through aligned pay, leadership development, and real-time support.

If you’re ready to move beyond short-term fixes and build a workforce that’s built to last, let’s talk about how Eclipse Advantage can help you create the team-based environment that delivers results.

This is part four in a seven-part series about what it means to be an Industrial Athlete at Eclipse IA. Directors of Operations Brandon Skipper and Michel Please contributed their subject matter expertise in the light industrial industry for this article. You can read all of the posts in the series here.