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“Why don’t I get recognized for my hard work?” – Discover the hidden formula for performance and rewards!

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Does your company hear the phrase "I don't know who did a better job"?
It's one of the most common complaints I hear in my HR consulting practice. It's performance review season, and employees are saying, "I worked so hard, but..." and managers are wondering, "How the hell am I supposed to evaluate anyone?" It's a frustrating cycle on both sides.
I remember one IT company in particular where there were two employees doing similar work on the same team, one working around the clock to fix bugs, the other leaving work on time and focusing on improving the user experience. Who should get a higher score on their year-end evaluation?
The old system didn't give us an answer - simply "hours worked" or "workload handled" didn't measure true performance.

Prompt.

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# Fair and motivating performance-reward alignment system
## Dimension 1: Multi-faceted performance measures
- Quantitative outcomes: [clearly measurable numbers and goals achieved].
- Qualitative contributions: [quality of teamwork, innovation, and problem solving]
- Future impact: [Contribution to the organization over the long term]
## Dimension 2: Personalized reward design.
* Monetary compensation: [salary, bonus, stock options, etc.]
* Non-monetary rewards: [growth opportunities, recognition, increased autonomy]
* Personalized rewards: [what each person values most]
## Dimension 3: Ensure transparency and fairness
- Disclose evaluation criteria upfront: [what and how you evaluate]
- Build feedback loops: [how you show improvement and growth].
- Continuous adjustment mechanisms: [evolution and improvement of the system].
Please design a performance-reward alignment system that fits our [organizational characteristics and work environment] and is fair to all employees.
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