RAJESH K LProject Manager, PMP| Bharat Electronics, Bengaluru, IndiaBengaluru, Karnataka, India
For projects spanning any where between 3 to 5 yrs, where team members change due to project requirements, members leaving etc, and possibilities of internal conflicts, what proactive measures or best practices should a Project Manager undertake?
I know this may seem a trivial question. But the ideas & experiences we share here can benefit everyone. Saving Changes...
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Dinah YoungProject Manager / Software Asset Manager| Prince William CountySpringfield, Va, United States
This is not a trivial question. Keeping team members motivated and producing quality work is the root of all projects. 3 to 5 year projects are actually kind of long in comparison to many of my projects. You want to manage people the same way as you would for any other projects. You need to find each person's motivation factor and figure out a way to work with it. To reduce conflicts, you need to be aware of where conflicts may arise. As you get to know your people that will become more clear. Figure out what kind of manager is needed on your project. Is a servant leader appropriate or maybe this situation needs more of an authoritarian leader or it could change as the project progresses. Saving Changes...
You're asking two folds issues:
1- Team member is leaving due to project requirement or personal reasons(not internal conflicts)
2- Team member is leaving due to personal conflicts
It's much easier to deal with the first issue: two to four weeks notice would be enough to replace a team member.
For the second issue, I believe project manager with the help of other team members can split the tasks and responsibility for a limited time. Saving Changes...
It is really good question and unfortunately many companies think that everyone is replaceable. Team members are vital and key stakeholders and we should always keep analysis their needs and expectations (Internal clients) and you can only maintain them by understanding what can motivate them and remember that needs will evolve and change so it is not one time off of analysis. A good pm who can keep close relationship with his team and work out any conflicts could happen, in addition to analysis of their needs. Saving Changes...
I used to work for a great a company, but when I was about to get married the need of accommodation to provided became a vital for me, however the company got used to me being single and managing my life in according. I end up looking for a new work and leaving that company. Saving Changes...
I did not have any conflict, the other way around it was one of the best I worked for , and they looked at me as the highest achiever. Until this day I still maintain excellent relationship with all of them. But they failed to keep me motivated so I left. Saving Changes...
Shivanjali BhutkarBringing Technology and Business togetherNa, Ca, United States
agree with Dinah. also keep documentation so it helps team(new and existing) Saving Changes...
I too faced it in my multi-year large programs. What I tried was to identify the motivation of the current members. Whoever were motivated with purpose, I ensured they stayed in work closer to domain where continuity is of utmost importance. Whoever were more motivated with money or who would get bored too quickly were put into things which had higher load, but less dependency in long term. Saving Changes...
UNNIKRISHNAN MDirector(Projects)| Chinmaya UniversityErnakulam, Kerala, India
With due respect to individual competence, I trust that no one is above the system in any field.As such, a well defined DOCUMENTATION on timely manner would help to pick up from any point of time.Of course, I fully agree that an overlapping period of one to two weeks should suffice the new comer to be in grip with the situation.Rest of the team is always there
to discuss and move forward.....
Regards,
UKM Saving Changes...
