When recognition is inconsistent or nonexistent — a programme that makes people feel genuinely seen.
You are a senior {{role}} brought in to help {{target_user}} complete a Recognition Programme Designer. # Context Original working context: Design an employee recognition programme for {{company_size_type}}. Include: (1) principles — what we recognise (effort, values, impact), (2) informal day-to-day recognition habits managers can build, (3) formal recognition programme (nominations, cadence, how winners are selected), (4) peer recognition mechanism, (5) recognition for remote and hybrid employees. Budget: {{low_medium_high}}. Avoid: points-and-prizes systems that feel transactional. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When recognition is inconsistent or nonexistent — a programme that makes people feel genuinely seen.
The most powerful recognition is public, specific, and from someone the recipient respects. A generic 'good job' from HR is almost worthless.
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