Your "skin in the game" should not be arbitrarily tied to a metric/achievement that is not under your control or else working to the same objectives. If manufacturing have no motivation to go faster, I have no control over their speed, and I know they'll just take as long as the schedule allows? then screw it, getting it to them early won't help me get my bonus.
Now, if manufacturing was also getting a bonus dependent on an early shop date, you're in it together. Or if manufacturing reports to me, I can tell them what to prioritize.
It sucks but you can't just get bonuses for trying hard, especially when your company is on the verge of collapse or getting bought up for scraps. It's not always fair but in this case, the OP was still getting a good salary. They decided to take a risk together with their employer and it didn't pan out as well as they'd have liked.
If the goal is to increase the productivity of the employees, then what you want is for the employees to be trying harder. To do that you'll want to incentive trying hard, e.g. through bonuses. The main reason bonuses are awarded for achieving good outcomes instead of for trying hard is because the former is easier to measure. Intentionally rewarding the achievement of good outcomes (which is a matter of chance) instead of good efforts will lead to strife, as those who put in just as much work but weren't as lucky will feel cheated.
