Make documentation completion part of performance goals and publicly acknowledge contributors is correct.

Linking documentation to performance goals creates clear expectations and measurable accountability. When completion is part of job objectives managers can track progress during reviews and teams treat the work as an expected responsibility rather than an optional task.

Public acknowledgement reinforces positive behavior and builds a culture of ownership. Recognizing contributors motivates others to participate and it encourages timely updates because people receive visible credit for their efforts.

Enable automated tracking of documentation updates through Cloud Audit Logs is helpful for monitoring who changed what and when but it does not by itself motivate stakeholders to keep documentation current. Technical logs are useful evidence but they do not create the incentives or ownership needed for steady participation.

Treat documentation as a low priority task is wrong because deprioritizing documentation leads to stale or missing records and increases compliance and operational risk. Sustained accuracy requires active emphasis not neglect.

Penalize staff for every documented control discrepancy is counterproductive because punitive responses discourage transparent reporting and problem solving. A blame free approach that ties improvement to goals and recognition produces better long term results.

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