Marwah SalehApplication Analyst| King Abdulaziz hospital , National Guard HealthSaudi Arabia
what to do if the organization culture doe not read email , do not reply if they read. they are not committed to due date. you need to follow up many times by email, phone and personal visits to get things done.
I do not think escalation is right and practical thing. from your experience what are possible solution to deal with this situation.
Build strong relationships with the key stakeholders and find ways to align their personal objectives with those of the project. That will increase the odds that they support you in delivering successfully.
Kiron
...
1 reply by Seif Abdelghany
Jul 11, 2019 4:00 PM
Seif Abdelghany
...
I Agree with Kiron, This kind of behavior occurs with different extent in several organizations and one of the most effective ways to counter it is relationship building. I had a similar problem in my current new role that I immediately resorted to escalation which backfired in my face. Relationships always smoothes and gets the ball rolling faster.
This behavior occurs a lot in organizations that do not have the necessary maturity in project management. It also influences that many organizations do not make clear the level of authority of the different roles within a project. A good solution to this situation would be the use of project tools such as project charter among others, in addition to acting as a leader to strengthen the team's ties Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
Make them to understand that they are the owners of the solution, not you. If they do not show interest sorry for them. You have to show the results to the ster com and the exec com and they have to act in consecuence. Saving Changes...
Eric SimmsSenior Program ManagerBaltimore, Maryland, United States
What option do you have besides escalation? I'm assuming three things: you're the Project Manager, you're in a weak-matrix organization, and you'll be blamed by people above you if the project doesn't proceed as scheduled.
The people with whom you're working aren't being professional, and since you don't have authority over them it's not your responsibility to make them do their job. You should escalate the issue so their supervisors can get these people to do the work the project requires, and also as protection for yourself, so you can't be blamed for the project's failure to adhere to its schedule. Saving Changes...
Riddhi ShahRegulatory Project Manager| NoneBoston, Ma, United States
Escalation may not be good idea every time. Building a matrix for communication which can include what to report, how to report, the response time needed can be filled. This can be escalated and can be part of performance review. Saving Changes...
Paul AzanorProject Consultant| Lagos NigeriaIkoyi, Lagos, Nigeria
Since the culture is one where emails are not read or responded to, it suggests an appropriate response will be to carry out organizational re-engineering, that will see a complete change in attitudes, beliefs and values, the present structure may no longer be fit for purpose. Organizations should be dynamic and pay attention to internal and external perturbations and respond accordingly.
It could be that, the present organizational climate is too negative to support performance. Saving Changes...
This sounds like a cultural issue. In some organisations and countries it is nearly impossible to get fired as it has been demonstrated that actions do not have any direct consequences. In these situations you need to underline to each stakeholder and team member how their lives will immeasurable improved by the implementation of this project. Also look at implementing methods that work. If people do not read emails that speak to them directly by face to face meeting which may have a better impact. You may need to measure your approach to the team you manage. Saving Changes...
Generally, a personal close relationship with key persons can help. You really need to find an effective way for communication and having them do something. Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
You may have to update your communication plan. If this culture is pervasive, you won't have the time or werewithall to fight this battle. Instead, adapt to the culture and make sure that your communication plan properly captures the new method of interaction with your stakeholders.
If, however, it is only a subset of the organization that has this attitude, I've been successful in pretending to escalate. If I don't get an answer, especially a necessary decision, I'll resend the email with the recipient's supervisor and mine copied. It's amazing how much it motivates people. Saving Changes...
