---
id: "action-reward-reusable-workflows"
type: "action-item"
source_timestamps: ["§ What Leaders Can Do"]
tags: ["compensation", "performance-reviews"]
related: ["concept-multiplier-behavior"]
action: "Tie performance-review credit and shared financial gains to the peer adoption of an employee's AI workflows."
outcome: "Transforms employees from hoarders protecting an advantage into recognized organizational multipliers."
speakers: ["Eric Anicich", "Jeslyn Brouwers"]
sources: ["execution"]
sourceVaultSlug: "hbr-seg-execution"
originDay: 8
articleStem: "hbr-cl-76-employees-not-transparent-ai-usage"
sourceUrl: "https://hbr.org/2026/06/why-employees-arent-transparent-about-their-ai-usage"
sourceTitle: "Why Employees Aren’t Transparent About Their AI Usage"
---
# Reward Reusable Workflows and Peer Adoption

**Commitment #3 — 'Reward multiplier behavior.'** Part of [[framework-leadership-commitments-for-disclosure]]; operationalizes [[concept-multiplier-behavior]].

**Don't:** Use generic AI leaderboards or one-time bonuses — they foster comparison and *retaliatory* hiding.

**Do:** Reward [[concept-multiplier-behavior]] instead. Give employees credit in **performance reviews** for methods others adopt; provide **protected time** to keep experimenting; offer a **share of the financial gains** once a workflow is in wider use; and **close the loop** by telling the creator exactly where their contribution was used and what improved.

**Action:** Tie performance-review credit and shared financial gains to the peer adoption of an employee's AI workflows.

**Outcome:** Transforms employees from hoarders protecting an advantage into recognized organizational multipliers — lowering both the Reputational and Replaceability Costs in [[framework-costs-of-ai-visibility]].


## Related across articles
- [[concept-multiplier-behavior]]
- [[claim-financial-incentives-drive-adoption]]