More Recognition Money for managers who use Recognition better

During a recent conversation with a CHRO of a 25,000 employee size company, the CHRO made a very interesting point. In his company's recognition program, he wanted to give more recognition budgets to those managers and teams who use Recognition more effectively in a consistent manner. The logic and the reason behind his idea were sound. But how do you practically do this? I am an advocate of consistent Recognition and recommend clients to do Recognition even in bad years. But why do you waste money with managers who do not use Recognition meaningfully. Thinking about a practical way to implement this, here is what I came up with.

Rather than providing different Recognition budgets, what can be done is to link the Recognition event spend to how well a manager/team uses Recognition. This will serve 2 purposes - Every employee gets access to the same Recognition opportunities and the award budgets are consistent. But the ones who use Recognition better get more money for the Recognition events, allowing them to create more excitement, better food, maybe hiring a professional performer etc. With a better event, other teams are going to question their managers/leaders on why their team can't do a bigger event and this will force the leaders/managers to try and use Recognition opportunities available to them more meaningfully.