Interesting questions, but is the general theme for rewards and recognition, or more broad?
Rewards and recognition programs can be a gray area in terms of performance, but it is a great way to recognize employees who have done great work. I've seen employees receive recognition and rewards and are put on a PIP because they are not meeting expectations in other areas of the job. The recognition and rewards program at my current employer gives the opportunity for anyone in the company to recognize someone for their contributions that align with the companies values and mission. It's great and isn't tied into performance, but is called out during review time.
Learning opportunities: Each employee should have a development plan aligned with their roles and/or career progression. I encourage my team to include anything they are interested in on their development plan. As we review the development plan I provide areas or options to increase their skills. Example: I had a team member that was interested in a promotion so we reviewed the job description and reviewed areas they needed to improve upon. One of those items was project management skills focused around requirements gathering so I contacted the project management manager and asked if they would be willing to let my team member shadow and gain the experience. Once I made the initial request it was up to my team member to follow through and continue the conversation.
The employee needs to be 100% accountable for their own development while the manager supports and provides opportunities.
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