Tips to motivate under achievers to your team

motivate under achievers Project team management is one of the vital aspects of every project effort. It is not prudent for project managers to measure every project member within the boundaries of same metrics. Even though the high performing members in the project are significant, the under performing ones tend to pull us behind such that we, as managers, have only two options left. Either we decide to fire them or we train them to the level of the other team members. Motivating under achievers though daunting but a must step for any project manager. If you are a project/organization manager who wish to know more about team management, check out pmp certification online here. Just because skilled employees are hard to get nowadays, we project managers cannot afford to lose even the under performing members. As such, we prefer to help them improve on their areas rather than dismiss them for their failures.

Training under performing members of the team is quite challenging but the process comes with great rewards. In our case, we resolve to train as the process helps us in gaining respect and power, as well as getting a performing asset for the organization. In my view, being an under performer is just a mindset i.e. a defeatist attitude. In fact, we only suffer from expectation mismatch when it comes to a particular member. This case applies when a given organization employs members based on their managerial skills. However, it is important to note that different people have different beliefs, style, behavior as well as backgrounds. Motivation is the key to get the best out of individuals.

As such, the earlier we understand that different team members have different ways of approaching given scenarios, the better our teamwork shall be. There are members that a suitable in different fields, say action based work while others are best in planning. All these people will perform when given the right kind of help. Therefore, the lack of performance for a given team member in one field or type of work is not enough reason to brand such a member an under performer. Perhaps you did not make your expectations clear to the member, or maybe such a member does not have the right motivation for the task.

Therefore, incapability is not always a reason for a team member’s lack of performance most of the time. As such, it is important to consider other factors that may cause under performance. For example, changing your role may benefit the whole team. Employees would appreciate seeing you as their mentor as opposed to a boss. Employees see challenges and use of pressure anytime they see their bosses, but they see support and encouragement when they see their mentor. Try always to help your team members in all aspects and if possible encourage them to work hard through motivations and job promotions.

In addition, take your time to understand all your employees based on their talents, as well as natural inclinations. There are times when an employee’s natural abilities are not consistent with the job. Understanding such things will help you on deciding which assignments are suitable for which employee. One more tip, do not dismiss a person based on negative attitude. Usually, one has a negative attitude because of things such as their concerns or an objectives mismatch.

Have you ever had an experience of under performing team members? Is yes, how did you deal with it?