How well do you motivate your project team?

I visited a relative in hospital recently. Nothing too serious I am pleased to say.

What struck me was the awful ward; huge ceilings, poor facilities and even worse; demotivated staff.

Now I do not criticise people lightly so what led me to this conclusion:

  • buzzers to attract staff went unanswered for some time
  • phone messages were not passed on to patients
  • staff looked disinterested in what they were doing
  • the general feeling in the ward just ‘didn’t feel right.’

I was not the only one who noticed this; patients were clearly aware, relatives of mine who visited and visitors to other patients also commented on the lack of interest shown by the staff.

Yes, the staff themselves looked as though they could do with more staff however the general attitude and demeanour of the staff on duty was not very positive.

How does motivation apply to your projects?

Now, what about your projects?

  • How well motivated are you and your project team members?
  • What would I see and others see of your project team’s level of motivation?
  • How frequently do you actually monitor levels of motivation and what do you do to raise motivation levels (where needed)?

Key questions; but, what are the answers?

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5 Responses to How well do you motivate your project team?

  1. Paul Naybour says:


    It is sad because hospitals were once staffed by high motivated professionals.


    • Ron Rosenhead says:

      Paul, you are right, they were and my guess still are but it’s how they are motivated that counts.

      My guess is that some of the readers of this blog will be in or have seen demotivated project teams. The big question for the project manager is that how they go about motivating people in the team.

      Thanks for the comment Paul

  2. Vin D'Amico says:

    I think management often wants to believe that the staff consists of professionals and they will do what is expected of them. That’s fine if all you want to do is deliver a basic, professional service. However, if your goal is to beat the competition, to be superior and to grow, basic is not good enough. Management needs to motivate the staff by empowering them to deliver outstanding service and rewarding them for doing it.

    • Ron Rosenhead says:

      Vin, you make some great points.

      For many people in the public sector (hospital staff) the element of competition is just creeping in. The element of competition is an interesting analogy. Basic is definitely not good enough – wherever you work.

      Thanks Vin

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