Most Indian companies land on either two or three gifting tiers, and the right number depends mostly on organisational depth — a flat startup rarely needs more than two, while a large enterprise with multiple management layers often benefits from three.
The most common structure: an entry tier for the broad employee base, a mid tier for managers and team leads, and a premium tier for leadership and top external stakeholders. A useful rule of thumb is roughly 2–3x the budget gap between consecutive tiers — a ₹1,000 entry tier pairs well with a ₹2,500–₹3,000 mid tier, not a ₹1,200 one that barely registers as different.
A common mistake: too many tiers. Beyond three, the administrative overhead of managing multiple SKUs, sizes and branding variants tends to outweigh the benefit, and the distinctions start to feel arbitrary to recipients who compare gifts across levels.
Another mistake worth naming directly: basing tiers purely on job title rather than actual seniority or tenure. A five-year individual contributor and a newly promoted manager are not always correctly ordered by title alone, and getting this visibly wrong does more reputational damage than a slightly imperfect budget.