Fit the value of recognition to the level of performance achieved.

When someone’s gone above and beyond you’d better make sure to give an appropriate value for that action. Consistency is a major problem with managers because they feel recognition is so subjective. But some actions and behaviours are truly of higher value than another. So define the types of behaviours and the corresponding recognition levels and you’ll be fine.

Please note: I reserve the right to delete comments that are offensive or off-topic.

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