Blog Post 3 — Motivation and Morale of Teams

Last week I talked about how project management is a lot like running a military campaign.  Well, as any defeated (or victorious) arm-chair war-fighter can tell you, morale is one of the most important elements in determining tactical success.  The same principle applies to business leadership in R&D.

A strong (and sustainable) team and firm virtually require a strategic award system for employees that address these four areas:

Compensation, Benefits, Recognition, and Appreciation

Your award system must recognize two types of employee activity– performance and behavior.  Are you compensating a high-performing employee for time or innovation?

These can be measured at nearly all levels of Project Management by applying the Motivation Triangle:

What this means and how you can motivate your teammates and employees:

    • Invite feedback from day one
    • Have informal review sessions
    • Establish individual and team goals
  • Identify what activities are important to your company
    • Enhancing customer relationships
    • Fine-tuning critical processes
    • Helping employees expand their managerial skills
  • Genuine interest in the employee’s future career and work-life balance
  • Increase compensation and manage by milestones
  • Use cloud-based PM software
  • Have clear expectations to build your project discipline methodology
  • Make it clear who is responsible for tasks and what is expected of them.
  • Don’t use the sink or swim method for work assignments
  • Don’t let poor performers slip through the cracks without comment (inverse is especially true for high performers!)
  • Don’t reward your best team-performers by dumping all of the work on their backs.
  • Avoid superficial project management solutions.
  • Policies and practices must be prescribed first before team members are taught their responsibilities.
  • Sending people to training because they don’t know what they’re good for is a sign of bad management.
  • One awesome benefit for consistent excellence in performance and behavior (particularly of the innovative kind!) is longer-term rewards including offers equity ownership.  Align individual economic interests with company performance!!!
  • If your firm or office has trouble offering a competitive benefits package, consider turning to professional employer organizations like Administaff to gain access to a broader array of company benefits. Do not diminish the low-cost/high-return benefits of employee recognition and appreciation

Avrahami, H.  (2012, July 19).  “Project Managers:  5 Ways to Motivate Your Teams.”  Clarizen.  http://www.clarizen.com/blogs/project-managers-5-ways-to-motivate-your-teams.html

“Best Ways to Reward Employees.”  Entrepreneur. https://www.entrepreneur.com/article/75340

Chapman, J.  (2001).  “Motivating the Project Team.”  Principle Based Project Management. http://www.hyperthot.com/pm_motiv.htm

Lipman, V.  (2013, March 18).  “5 Easy Ways to Motivate – and Demotivate Employees.”  Forbes | Leadership.  http://www.forbes.com/sites/victorlipman/2013/03/18/5-easy-ways-to-motivate-and-demotivate-employees/#4450eaf1682d

2 thoughts on “Blog Post 3 — Motivation and Morale of Teams”

  1. AS
    Good post; continuing good use of source citations. Try hyperlinking within your texts.

    JEG

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