I have surveyed hundreds of project managers around the world and found resource motivation to be their number one frustration. Most resources have sufficient skills to accomplish their tasks. So why do so many resources perform poorly?
There are many reasons. Certainly the greatest control managers have is over their own individual behavior. I find that managers can significantly improve resource motivation. Even more, I believe it is the responsibility of the manager to do so.
Due to the predominance of this frustration, I wrote this article. It presents methods for managers to significantly improve their resource motivation.
Resource Motivation
There are many benefits to motivated resources. Most noteworthy is that resources are simply more successful with their tasks when motivated. So considering this, the wise manager takes responsibility for nurturing resource motivation.
It’s important to understand that motivation is an emotion—not a skill. Each resource has their own unique circumstances, backgrounds and experiences. Because of this, resources have different motivation needs.
Resource self-esteem and self-worth are important for resource motivation. Resources need to feel safe and accepted when working. In addition, they need to feel that their team cares about their needs.
As a task or project manager, resource motivation is your challenge and responsibility. So the good news is — you can create an environment that fosters resource motivation.
Resource Preparation
First of all, realize that your emotional state will affect your resource's motivation to work with you. Also, keep in mind that they have an inherent desire to grow, improve, and do their job well.
Context
Task managers need to foster a productive work environment to support resource motivation. Certainly resources need to understand their tasks in the context of whole project. Be sure they know where their task fits within the project. Your resource needs to know who is dependent on them. Because of this, you need to make sure they know everyone they affect with their task.
Clarity
It is important that your resource fully understands their task. While it seems so basic, many resources do not. So make sure that your resource is provided a well written definition of the task. The definition should include a unique name, description, and definition of done.
Confirmation
Confirm that your resource fully understands the assignment. Ask them if they do. Also ask them how they “feel” about the assignment. Probe to determine if there are any obstacles preventing success with the task.
Confirmation strengthens resource motivation. Furthermore, your resource will observe you doing all you can to address their needs to be successful.
Daily Reinforcement
You need to demonstrate your commitment to the success of your resource. Provide a daily opportunity for them to report their inhibitors. Inhibitors are anything slowing down progress on the task. Likewise, request reports on anything that has the potential to become an inhibitor.
When reported, acknowledge the inhibitors and discuss them with your resource. Work together to determine a plan to remove and prevent all inhibitors. Also, be sure to provide frequent status to on your efforts to remove inhibitors. As you do this resource motivation will significantly increase.
Coaching
There are times you will need to coach your resource. An example is when you find your resource on a course that might fail or cause a problem. When this happens, you need to intervene as a coach.
Above all you need to encourage your resource as you coach. Work with them to find what caused them to get off course. Ask questions to help your resource find a better way. Never blame, but rather work with them to find solutions. As you do this, you build resource motivation.
Closing Points
- Motivation provides important drive to accomplish tasks
- Resources give their best when motivated
- Resource motivation is an emotion—not a skill
- Always treat your resource with respect
- Demonstrate trust, removed inhibitors, and empower your resource
- Recognize and acknowledge resource accomplishments
- Provide clear and frequent communication
- Coach and encourage rather than blame
- Resources have an inherent desire to grow and improve
