A team member's performance has steadily improved over the past year, outpacing peers. The project manager has avoided public recognition to prevent discouraging others but worries the top performer may leave if unrewarded. What should the project manager do?

Requesting the high-performing team member to mentor others is the best option because it leverages their expertise, provides a form of recognition, and benefits the entire team by improving overall capability. This approach rewards the individual with increased responsibility and influence without causing resentment among peers, as it's a developmental role rather than a direct promotion or monetary bonus that might be perceived as unfair. Promoting them immediately might not be feasible or appropriate without a vacant position. Reminding them about shared rewards dismisses their individual contribution. Rewarding privately is better than no reward, but mentoring offers a more impactful and sustainable form of recognition that also develops the team.