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Topics: Human Resource Project Management, Leadership
How to get rid of laziness in project teams?
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In some organizations, especially those with functional structures, project managers need to live with "imposed" teams, that is, managers have not had the opportunity to choose the members of their teams. Inevitably, in some teams, there are lazy people. How to get rid of these people? Is training enough to engage them? Should the project manager act as a leader or as a boss in these situations of laziness on the team?
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If they are truly lazy and important work is pending - the organization need to take a hard look at the situation since this is a problem for organizational success and they must act on it.

However, before labeling people lazy, we need to understand the situation and organizational culture and whether they are truly lazy, or more relaxed, or not enough work to keep them busy ---- or --- they are not engaged.

Explore to understand not to judge - that this your first step.
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Hi Janei,
Easiest way (Even i have gone through these kind of lazy project team) to get rid of laziness in people is to motivate your team by providing them a informal party. Provide one Informal Dinner party to your team members. Do not discuss anything related to projects instead discuss on your past experiences, your past achievements, problem you have faced, your past experience with your boss etc. Then your discussion soon get started with more and more participant share about their experiences and so on. This will create a positive impression about you in your team members and this will in fact motivates your team members.
Give this kind of informal party to your team members soon you achieve small milestone in your project. This strengthens bond in your team and your team members proactively work towards the success of your project.
Hope this will help you to go ahead with your project without any laziness from your team members.
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Janei-
In my word of Construction, I operate in a Projectized form of governance. As the de-facto boss I often must make an effort at team building during the Initial Phase of the Project. However. it is also extremely important to Firmly insist on your requirements and ground rules for your Team.
You cannot be the "nice guy" when taking over a team of unproven work product. As a teacher, the saying is " do not smile until Christmas!" -the psychology being that you cannot convert from being "nice" to being "mean" to your staff--it only works by being tough at the outset.
I have found that I need to monitor and engage poor performers directly and closely. Sometimes poor performance is a result of Mid-Managers failure to challenge and engage the staff member. On many occasions I have found that Mid-level managers poor skills helped create the laziness problem within their staff, and with a little challenge the staff member performs.
If you are beyond the Initiating phase and the bad behaviors are ingrained in the staff member, you need to lobby Senior Management to replace the problem child with someone you recruit, from within or outside. This activity requires some mentoring on your part, but the resulting performance gains are worth the effort.

Good Luck!
M
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What do you mean by lazy? There are books on being a "lazy DBA" or "lazy PM". The presumption is that you do enough proactive work so that you are not in reactive mode.

Are you expecting people to be spending 100% of their time on your activities? If so, then you will not be getting the best of your people.
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I agree with the comments here. We have to be careful with the labeling. Sometimes the so called laziness is just a lack of interest in the task or tasks, which then lowers the motivation. A kanban board can help. The team can see the activities across the project, and choose which ones they want to work on. People will motivate themselves when they find something that interests them.
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Janei -

Seek to understand "why" before assuming the symptom IS the cause. Do they not understand the importance of the project or the importance of their activities in contributing to it? Are the procedures they have to follow to do their work or report on its status onerous?

What you are perceiving as laziness may mask a deeper issue which has nothing to do with getting rid of them...

Kiron
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What is it you mean by Laziness, lack of motivation?

Are environemental factor providing the right context to empower people, so that they become motivated.
...
1 reply by Janei Resende
Oct 05, 2017 4:14 PM
Janei Resende
...
Only lack of motivation is not exactly laziness. The context I want to give to this question is that of the person who does not meet the deadlines, which hinders what could be simplified, with the bad intention of getting rid of the work. It's like saying, if I do not, the project manager will move the other person to do it.

When project managers can not choose their own teams, there are often people with those profiles within teams and they need to deal with those people in some way. And what would be the best way to do that?
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sounds theory Y.

Few questions to think through -
Does every one is Team know the Project Scope, their deliverable and timeline?
How the interfaces within Teams being managed? (PM's responsibility)
whats the priority given to your project compared to other projects in your organization?
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Oct 05, 2017 2:37 PM
Replying to Vincent Guerard
...
What is it you mean by Laziness, lack of motivation?

Are environemental factor providing the right context to empower people, so that they become motivated.
Only lack of motivation is not exactly laziness. The context I want to give to this question is that of the person who does not meet the deadlines, which hinders what could be simplified, with the bad intention of getting rid of the work. It's like saying, if I do not, the project manager will move the other person to do it.

When project managers can not choose their own teams, there are often people with those profiles within teams and they need to deal with those people in some way. And what would be the best way to do that?
Network:202



I agree with all the reviews here. Indeed, laziness may be associated with lack of motivation, ignorance of work processes and organizational rules. Or even ignorance of the real importance of the activities being developed and the interdependence between them.

But true laziness, that congenital, may even be considered a disease. And for these, offering training or having an informal party as quoted by Mr. Bhat would not be enough.

I also strongly agree with Mr. Ajam's comment that he considered the situation to be a much bigger problem than the project team. It may even be an organizational problem that can occur in other projects and teams.

Thank you all.
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