Validating people's efforts and work encourages initiative and creativity. In an increasingly agile (VUCA) environment, it is essential to stimulate continuous feedback, open communication, and peer collaboration. This is why many organizations have abandoned traditional annual evaluation systems, which tend to be replaced by real-time, personalized feedback accompanied by congratulations for remarkable results. This approach is not easy, let's admit it. If poorly applied, it can even cause more harm than good.

• Supplement annual performance reviews with a dynamic approach, integrating frequent feedback – real-time if possible –, open communication, and benevolent support. Advocate for a culture of continuous improvement, where constructive criticism is encouraged and individual achievements are acknowledged.
• Democratize 360° feedback within the organization, by offering everyone the opportunity to contribute. For example, through peer collaboration (upward and downward). Feedback must be meaningful, personal, and immediate. Spot rewards, i.e., small signs of appreciation given regularly and spontaneously by colleagues, ratify individual contributions while strengthening the team.
• Transform managers into coaches. In the past, hierarchical authority tended to be considered legitimate in itself. This is no longer the case today. People have become accustomed to motivating themselves through continuous learning. They turn to managers primarily for mentorship or other types of guidance.
• Learn to stimulate enthusiasm. Sources of motivation differ from one individual to another. Ask people what drives them and find ways to thank them, varying the means. Be creative on this point: thank you notes, verbal praise, birthday or cash gifts, free vouchers or tickets, stock options, time off, etc.
• Organize small company-funded events: office parties, welcome days, work anniversaries, barbecues, etc. Make them special moments, as they are opportunities to connect with your team and publicly recognize individual and collective merits. The organization's core values will be strengthened. These events also give people the opportunity to express gratitude towards each other.

• Overuse competitions and competitive reward systems. Over time, this would swell the ranks of those rejected. The accumulation of their disappointments could undermine morale and demotivate the entire workforce. This would obviously be counterproductive for the entire organization.
• Bureaucratize performance management by establishing self-justifying rules. Evaluation systems limited to critical feedback once a year produce even more detrimental effects. People need to be able to develop continuously. For this, they need to regularly receive information that will help them stay on track.
• Rewards that revolve exclusively around money, and which fail to signify a true act of recognition. To foster deep engagement, you must go beyond purely material rewards. Compliments from management, inclusion in a new project, career opportunities, training and/or learning offers are options to consider.
• Aiming too narrowly and too high. Do not focus excessively on certain parameters such as sales targets, success rates or Net Promoter Scores (recommendation rate). Whatever your reward system, make sure it embraces the culture and values of the organization. These are so-called non-binding objectives, more difficult to measure than binding objectives (deliverables and other performance-related results). Model rewards on the fundamental values of the organization, instead of simply offering an additional incentive.
• Being unfair. When embodied by managers, fairness is a great source of inspiration for teams. According to various academic and empirical research, the exemplary nature of the hierarchy impacts the health, well-being and level of engagement of employees. A study conducted by the Chartered Institute of Personnel and Development in the United Kingdom showed that openness, integrity, and consistency are essential managerial qualities for sustainable staff investment. Check that rewards are fair. They must stem from a transparent and consistent process.