A project team that has been built from the ground up should have a good mix of personalities that allow a natural motivated atmosphere to exist within a team. If during a project motivation levels drop due to low moral and project deadlines being missed then I would try first to identify the reasons for missed deadlines as once the project is back on track you should see moral levels increase and a more motivated team. On a day to day basis motivation in a team can be increase by having team group activities, a incentive systems in place and by having a more open communication policy in place were the project team feel they can express any misgivings in a free and impartial environment. Saving Changes...
In order to motivate the team you need to motivate the team members. People in general are motivated if they gain something after they perform an activity.
Financial gain is probably the most important so if the team member knows that he would get a big bonus if he finishes the work on time then he would be motivated.
Financial gain however is not the only thing that motivates people. Some people are just motivated by the simple fact of being able to do the work they love to do. Others may be motivated by career growth perspectives even if this growth comes with significant financial gain or not.
As most PMs can't motivate team members by financial means I think the only realistic option is to try to assign each team members the work he loves doing. Saving Changes...
Anton OosthuizenSenior Business Analyst / Project Manager| Self EmployedPretoria, Gauteng, South Africa
All people get motivated in different ways but probably the one common ingredient is the sense of belonging. This sense of belonging might look different to different people but in essence, if somebody feels wanted, that they belong and are valued for just being there then half the job is done. Incentivizing or rewarding somebody who does not feel like they belong is a very small bandaid that will wear out quickly. Saving Changes...
Deepesh RammoorthyICT Project Manager ( PMP®AgilePM®Certified ScrumMaster® (CSM®))| Australian Red Cross Blood ServiceTarneit, Vic, Australia
There is a novel from Daniel H Pink called as DRIVE - The surprising truth about what motivates us ....
Pink defines two types of people: Type X (Extrinsic) are primarily driven by external factors, such as money, fame, status symbols etc. They can often be highly successful but can be troubled by an insatiable appetite for more ‘stuff’ (the joy of monetary success for example never fully satisfies. It quickly evaporates and is replaced by further longing for the next pay rise, the bigger car etc etc).
Type I’s (Intrinsic) motivation comes from within – to accomplish something meaningful to them. Success is measured by the task and not by an added-on reward.
They have been shown to have higher self-esteem, better interpersonal relationships and greater physical and mental well-being.
Type I’s will usually outperform a Type X in the long run.
Type I behavior is fueled by three factors: 1) Purpose 2) Mastery and 3) Autonomy. They have a clear purpose in mind – and that is often to master/excel in an area. They then desire the freedom to do it in their own way.
If you are able to find out what will give these three to a team member, they will become the high achievers on your project.
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1 reply by Rajesh Shankaranarayana
Aug 08, 2019 6:00 AM
Rajesh Shankaranarayana
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Hi Deepesh - this is a very good one and something i had known. Thanks for this insightful information
One of the things I've observed over the years is that people are not complimented when they do something well. I try to pay attention to that and commend the team members. Another thing I do is provide certificates of appreciation for significant milestones. The offshore team on my last project were given certificates and they displayed them prominently on their desks. They were clearly proud to have them, and they really rallied when we needed an extra push to meet deadlines. At the end of the project, I got them all team tee-shirts, even for those who had to drop out for family reasons. The team sent me a picture of them wearing their shirts and they were all smiling ear-to-ear. Saving Changes...
Hi,
There are many ways to motivate to project teams like Set realistic goals which are really achievable , Keep a clear line of communication ,Appreciate to them for good work,Conduct a weekly or monthly catch up session to see how your team members are doing with their work and Conduct the training for them etc. Saving Changes...
TIU KUI LAUMarketing Director| EureMed Sdn BhdJohor, Johor, Malaysia
Hi,
Theoretically, you may find it in a lot of motivational books regarding the subject of team motivation. Based on my personal experiences, the effective way to motivate your team is through recognition and trust within. Recognition encourage the team to move further confidently and trust is to bring in the signal to your team that they are reliable in their given job. To build the confident is to build belief and at the same time will help in boosting the entire team morale. To give trust is to instill the sense of ownership of their job. Intangible motivation most of the times will be more effective than the tangible rewards in long term. Saving Changes...
There is a novel from Daniel H Pink called as DRIVE - The surprising truth about what motivates us ....
Pink defines two types of people: Type X (Extrinsic) are primarily driven by external factors, such as money, fame, status symbols etc. They can often be highly successful but can be troubled by an insatiable appetite for more ‘stuff’ (the joy of monetary success for example never fully satisfies. It quickly evaporates and is replaced by further longing for the next pay rise, the bigger car etc etc).
Type I’s (Intrinsic) motivation comes from within – to accomplish something meaningful to them. Success is measured by the task and not by an added-on reward.
They have been shown to have higher self-esteem, better interpersonal relationships and greater physical and mental well-being.
Type I’s will usually outperform a Type X in the long run.
Type I behavior is fueled by three factors: 1) Purpose 2) Mastery and 3) Autonomy. They have a clear purpose in mind – and that is often to master/excel in an area. They then desire the freedom to do it in their own way.
If you are able to find out what will give these three to a team member, they will become the high achievers on your project.
Hi Deepesh - this is a very good one and something i had known. Thanks for this insightful information Saving Changes...
George FreemanThought Leader | Author | Architect| Florida, United States
There are many dimensions to “motivating a team” as represented by the countless articles and books on the subject, plus the great advice already given in this thread. In my experience though, a project manager who creates a “motivational campaign,” (meaning a temporary endeavor) will find their message is only partially consumed by the team due to its obvious “rah-rah” purpose - which gets viewed negatively by many personality types.
For a PM to be motivationally impactful, they need to be received by their team as being genuine - which starts with and requires “cognitive trust” (i.e., trust given based on the recognized qualities of the leader). Then, the actions and words of a PM are likely to be fully received and therefore become impactful.
With that said, an element of motivation that is not often spoken to is the following: To unlock a team’s potential (i.e., motivate) speak your firm belief in their capability whether you have evidence to support that position or not. In other words, represent that you have faith in your team, not so much through speeches, but more so through your individual interaction with each team member. Engaging at this level builds relationships and makes your corporate words have meaning, which then motivates an individual in their personal efforts (i.e., work areas) on the project. Saving Changes...
If you are a PM, motivating the project team should be one of your first tasks you should undertake as soon as the project team is formed. I recommend the following steps:
1 - as you know, Project team is comprised of individuals. You need to Engage with every individual. Talk to each one and understand his/her strengths and weaknesses, what makes them tick, what motivates them? What type of work they like to do?
2 - Assign work to the individual appropriately. Look out for individuals who want to do stretch assignments.
3 - Talk to entire project team throughout the project in a group setting as well as one-to-one.. All team members should have a common understanding of Project Goals, what are we trying to achieve, timelines etc.
4 - Track work for the entire team. Check if the project is on track. If not, what are the obstacles? Do your best to remove the roadblocks. Check for alternatives and options to do the work efficiently. Check project scope and resource load.
5 - Give compliments along the way, do not wait till the end. Saving Changes...
