Project Team Building And Morale
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Project Team Building and Morale
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Overview
"You have lost your subject when you have lost his inclination; you are to preside over the minds, not the bodies of men. The soul is the essence of a man; and you cannot have the true man against his inclination." ?" Sir Walter Raleigh.
Does your project team display signs of high morale? Here are key indicators:
1. Team members don’t form secretive groups that disband when approached.
2. Lateness and absenteeism are not common issues.
3. Vacant positions are filled by highly qualified individuals.
4. New recruits are quickly embraced by the existing social network.
5. Hiring and promotion decisions receive unanimous support.
6. Dismissals and demotions are rare occurrences.
7. Strong relationships exist between supervisors and their teams.
8. Pay and privileges are accepted without dispute.
9. Organizational events are well-attended.
10. Subordinates rarely need help to manage their authority.
11. Staff involved in conflicts are apologetic and seek resolution.
12. Both conflicting parties welcome managerial intervention.
Morale should not be confused with mere happiness. High morale aligns with staff accepting goals, following rules, and engaging fully.
Morale-Building Strategies
Reward and Punishment
Rewards like pay, prestige, and privileges significantly impact morale. The challenge is to reward productivity without lowering others' morale. Here's how to create a fair system:
- Ensure peer equality is respected. If logistical issues arise, such as limited availability of rewards (like event tickets), use a random allocation method.
- Avoid paying supervisors less than their subordinates to prevent morale issues.
- Keep promises. Ensure that promotions or other promises are documented and fulfilled exactly as agreed.
- Practice due process. Always hear an employee's side before acting on claims against them.
Avoid Evaluation Errors
Common evaluation errors can disrupt morale:
- Consistency Illusion: Assuming past performance guarantees future performance.
- Masked Performance: In team settings, individual contributions can be unclear.
- Biased Reporting: Supervisors might inaccurately report to avoid losing good performers or to protect themselves from criticisms.
- Rating System Flaws: Supervisors might rate compliant subordinates higher. Encourage input from peers and subordinates to get a balanced view.
- Invisible Performances: Some activities are only visible to those directly involved. Collect accurate information rather than assuming everything is fine.
Develop Your Staff
Training should encompass skill acquisition, social integration, and value alignment. Without proper training, new employees might leave prematurely. A well-structured training program can greatly enhance organizational effectiveness.
Curtailing Conflict
Organizational conflict can have widespread negative impacts. If it escalates, resolution becomes difficult. Acting as a judge in conflicts doesn't guarantee gratitude from either party. Instead, proactively isolate issues before they escalate to conflict.
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By fostering an environment that prioritizes fairness, open communication, and development, you can strengthen teamwork and morale in your project team.
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