Since successful organizational change is really about ongoing organizational adaptation that is built on the employees continued support for and ownership of the new business outcomes, failure to address the "what's in it for me?" (WIIFM) concern may seriously hamper any improvement initiative. That, coupled with the results of the recent 2004 Job Satisfaction survey conducted by the Society for Human Resource Management and CNNfn (the financial network of the CNN News Group) which found that employees ranked benefits and compensation as the two most important job satisfaction factors should lead us to examine how compensation and reward plans can be used to generate employee support for organizational improvement. In recent years, various government agencies have experimented with different pay-for-performance plans targeted at a range of employee groups. This paper discusses how Group Incentive Plans (in particular, gainsharing/goalsharing) are a powerful method to unify employees around achieving business outcomes that otherwise would not have been supported. Includes 13 references.