Bala S DuvvuriProject Manager| ShellBangalore, Karnataka, India
Hello Fellow PMs,
Please share your experiences about handling ramp down with respect to human resources.
Thanks
Bala Saving Changes...
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Andreas MadjariSenior Consultant| consigma Management Beratung GmbHVienna, Austria
Dear Bala,
an important success factor for good ramp down is a good plan. On the one hand you will need to know the right time for ramping down your resources, and for this you will need a good schedule, integrated change management, risk management and issue management.
Also make sure that the ramp down is properly planned. In your human resource plan you can include a ramp down process. Depending on the specific project environment consider what needs to be done to properly handle a team member leaving. This starts with a purely organizational and infrastructure aspects like know-how transfer, removal of access rights, hardware, timesheets and legal or contractual requirements. Most of all it extends to the truly human resource related topics like recognition and rewards, and lessons learned from the team member leaving.
Also bear in mind that are ramp down is a change of the team which, depending on the project phase, may trigger another cycle of forming, storming, norming and performing. If well-managed, this can be kept short.
A well-planned ramp down at the right time in the project will keep your impact minimal and ensure respectful treatment of the leaving team member. Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
The only thing I would add to Andreas' comprehensive answer is to make sure they have something else to transition unto, perhaps another project. Saving Changes...
