As outlined in this ongoing series “Turning Red Projects to Green”, there are different reasons why projects turn red, and with concentrated efforts, they could be turned green. The reason could be broken processes, unclear requirements, or others.
Every project has a human angle. There are hardworking people whose passion, determination, and resilience make any project successful. However, people could also be a big reason for projects to turn red. All projects are different, and so are all humans. All people can’t be fit for all types of projects for myriad reasons. So it’s important to also look at the project team to identify if all the team members are contributing constructively and have the necessary skills for the project to achieve its goals.
The Bus Analogy: A Guideline for Team Success
Jim Collins, in his book Good to Great, famously used the “bus” analogy to describe the importance of having the right people in the right roles within an organization. His philosophy is also applicable to project management. When a project is in red, amongst multiple steps like overhauling processes, resetting timelines, or adding more resources it is also important to critically evaluate your team: Do you have the right people on board? Are they sitting in the right seats? And just as crucially, are there individuals who are dragging the project down who need to be let off the bus?
Symptoms of a Wrong People On The Bus
The symptoms of having the wrong people on the bus in a project or team can manifest in various ways. Here are some common indicators:
1. Consistent Underperformance
- Consistently missing deadlines or deliverables.
- The deliverable quality is not up to the mark or several issues are identified in the work.
- No major improvement in performance or deliverables despite feedback, and required training.
2. Negative Attitude
- Not taking ownership of assigned tasks or deliverables.
- Engaging in arguments, gossip, disrespecting team members, or other toxic behavior.
- Sullenness or a general lack of enthusiasm, constantly complaining or resisting changes.
3. Poor Collaboration
- Not being a team player and having challenges working with stakeholders.
- Frequent conflicts or no constructive contributions to the team efforts.
- Doesn’t engage in team discussions and activities and remains isolated.
4. Misalignment with Goals
- Lack of understanding or alignment with the project’s objectives.
- Pursuing personal agendas that conflict with team priorities.
- Inability to adapt to the project’s evolving needs or direction.
5. Frequent Mistakes
- Carelessness or lack of attention to detail, resulting in multiple errors.
- Inability to learn from mistakes, requiring constant monitoring and extensive reviews.
- Failure to follow project processes or coding standards, etc.
6. Drain on Team Morale
- Other team members express frustration while working with them.
- Their presence disrupts the overall team dynamic or culture.
- Team members get frustrated due to compensating for their substandard work.
7. Skillset Mismatch
- Lack of the required technical, functional, or interpersonal skills for their role.
- Struggling to keep up with the changing demands of the project despite guidance or training.
- Failing to adapt to new tools, technologies, or methods needed for the project’s success.
Wrong People Off the Bus: Making Tough Decisions
The “wrong people on the bus” aren’t necessarily bad individuals they might simply be in the wrong role, lack the necessary skills, or struggle to align with the project’s changing demands. However, identifying these symptoms helps with early interventions such as coaching, reassignment, or, in some cases, transitioning them off the project to maintain project momentum and team health.
Intervention at the right time often results in team members realizing their mistakes and doing course corrections. However, despite intervention, some members might still not live up to the project’s needs. At such times the project leaders need to make tough decisions in the interest of the project goals. Here’s what to keep in mind while making those tough decisions:
- Reassign or Replace: Sometimes changing the role can work wonders. Consider reassigning them to a different role. However, if necessary, remove them from the project altogether. This is never an easy decision, but the project’s success must be the priority.
- Provide Feedback: Always provide constructive feedback before replacing the team member. This can help them to introspect and make corrections for future assignments.
- Acknowledge the Gap: Sometimes the project could be a bad fit for the team member. The skills required for projects could have changed over a period of time. Acknowledge that and make them understand there is no issue with their skillset.
- Act Decisively: Delaying action often worsens the problem. Once a decision is made, execute it with clarity and empathy.
Last Words
Turning a red project into a green one requires addressing issues on different fronts. It demands leadership, emotional intelligence, and the courage to make difficult decisions about the people involved. By ensuring the right people are on the bus and the wrong people are off it, you’ll not only rescue the project but also set the stage for long-term success and good team building.