Advises from PM

How to motivate my team members who are havign negative thoughts.

·         That can be a difficult question to answer. I will tell you one thing though, you must figure out how to nip it in the bud, because negativism spreads like wildfire.
You have to “listen” very carefully to what the negative comments are about. You need to make a determination (based on that person) whether or not their comments (or perhaps feelings) are valid. You need to take into consideration their experience, age, gender & even cultural views of things in doing this as well. i.e. the real “put your self in their shoes”.
If their issue/complaints are “real” you must work with them to address them. If they are real issues for that person(s), maybe they are issues for others as well. You may even want to discuss with the person what “mightâ€
 make them happier in their work.
Now if the issue is the person(s) making the comments are chronic whiners or malcontents you must very strongly counsel them on “yourâ€
 standards of behavior. They must “know” that you do not tolerate this type of behavior because of the affect it can have on a team. Let them know if you have the power & authority that future instances of such behavior could have negative impacts on their career. DO NOT MAKE threats!
One more thing, while as the PM you do have a certain level of responsibility for your teams overall morale, please remember that each person comes to work with their own morale already in place as well. You can try certain group activities, outings, or even teambuilding exercises, but remember this – FUN can’t be made mandatory. If you cannot afford in a break in the project for teambuilding, do not have the expectation that people are going to be willing to show up on their own time. Technology_Director

·        Consider zeroing in on the positive people. Learn what makes them happy and keeps them motivated.
Make sure they continue to get what they need to remain positive.
Try to learn what is causing the negativity. But as stated below, each person comes to work with their own attitude, they are responsible for their own behavior. So of course you want to try to help the negative people, but if you are truly listening to them, showing them respect and addressing the issues that you can address, then you should know that you are doing the best you can. margaret

·          I have been in several versions of this one, both at team and lead levels. In the military, the solution was easier (I was the commanding officer of the platoon). My skillset is more of a leader than a manager, so keep that in mind while thinking about what I write next. Manager does NOT equal Leader. They are different but overlapping skillsets.But in civilian life, it gets far more intersting.
Among others, the following factors can all be part of the issues:
Company Political climate. DO people feel safe to talk, ask for help and to open up to other team members. Do opinions voiced get ignored or worse.. more..
Are team members skills appropiate to the project. People who are nervous about their ability to accomplish their role/ part in the project, will often (even not knowing why) work to avoid it. Result: check backgrounds for appropiate skills and see where a little training $$ could be used to a great advantage. Also partnering Senior & Junior staff together for mentoring on this project may help.
My initial approach for the negatives would be to sit down with each one – By THEMSELVES, WITH NO CENSURING AND ASK WHY THEY ARE DOING IT. DO NOT ASSUME ANYTHING AND MAKE SURE THEY FEEL THEY CAN TALK WITHOUT GENERATING OTHER WORSE ISSUES OR REPERCUSSIONS. Ask about the items above. See where it goes. Then I would fix those issues and look into the Team dynamics such as ego clashes. Big projects can be broken into little ones where those who want to run something can do so without interfering with someone else who also wants to do so. Make it clear to all who want to run something that they will held to it, and they can come to you for help at any time for coordination (your job) and learning anything they need to learn (may be their first time leading). Turn it into a learning situation as much as you can, so everyone gets a feeling of accomplishment for what they are doing. raclapp



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