Design a recognition program that doesn't feel hokey: what gets recognised, peer and manager channels, and the cadence that keeps it meaningful.
Design recognition for {{team}} ({{size}} people, culture: {{culture}}, budget: {{budget}}, what people actually value here: {{values_notes}}).
Design: what gets recognised (behaviours we want MORE of — tied to how we win, not just tenure; 3-4 categories with examples), the channels (in-the-moment peer recognition — low ceremony, high frequency; manager recognition — specific and private-or-public matched to the person's preference; and the quarterly/annual moment if my size warrants), the specificity rule ('great job' is noise; 'the way you handled X meant Y' is signal — build it into the mechanism), budget allocation (experiences and time often beat cash at my budget level — options), and the failure modes to design against: the same 3 people winning everything, recognition-as-manager-favouritism, and the program quietly dying at month 4 (the sustaining ritual).
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