Why central programs lose momentum
When every reward needs an HR approval, recognition slows down to the speed of an inbox. The manager who noticed the work is not the person sending the reward.
Delegate a small budget with clear limits
Managers do not need large budgets. They need a predictable, modest amount they can use without asking permission each time, plus a simple rule about what it is for.
- A defined budget per manager per quarter
- A clear description of what qualifies
- Visibility for HR without an approval bottleneck
Keep the reward specific
A reward attached to a vague 'good work' message is forgettable. Encourage managers to name the behaviour and the outcome. The reward reinforces the message; it does not replace it.