Insight

FOUR WAYS TO MOTIVATE YOUR PROJECT MANAGEMENT TEAM

EGC • July 20, 2018

Project management is all about striking the balance between the big picture and the finer details. Leading your team is no different and Project Managers often need to find ways to overcome a range of obstacles while working towards the end goal. Change is just one of the obstacles your project management team will face, but it can have a big impact on motivation, bringing in uncertainty and stress to those affected. Here, we share our tips on motivating your team and setting them up for success.


Understand the Individuals in Your Team


It goes without saying that setting project goals is a critical responsibility for a Project Manager. Goalsetting is how the vision of the project is communicated, which means that success is dependent on the Project Manager getting across the vision clearly.


Just as goals for the collective team and the project as a whole are vital to success, it’s important to ensure that all team members have individual goals to work towards. Not only are individual goals great for staff development but they can be an incredible motivational tool (everyone to some extent, is intrinsically motivated).


Much like goals for the team, individual goals need to be unambiguous, measurable and clear. In order to effectively create them, you’ll need to understand the personalities of your team and the things that motivate them as individuals. This is often built up naturally through one-to-ones, reviews, informal discussions and meetings.


Empowering Your Team


Goals are pointless if your people don’t have the means to achieve them. You want to empower the team and this means giving people the autonomy they need to finish their work. Constantly micromanaging people is the easiest way to disengage the team. It comes down to trust, allowing them to make decisions and find the best solutions. It’s why it’s important to remember that these people are experts in their field, so if you have a team of developers, they should make the development decisions. This leaves you to facilitate discussion and support, while ensuring that whatever action is taken keeps the project on course.


Review Progress Regularly


Effective management is a balancing act, like most things. Whilst you don’t want to overmanage your team, undermanaging can put the project at risk too. This is where Regular catch ups and progress reviews come in because they give your team an idea of how the project is tracking, what they need to do and how it links back to the greater project goals. It also helps from a motivational point of view as people walk away with renewed energy and a clearer idea of what they’re doing. As a Project Manager, it also enables you to identify any areas that need support, so you can develop plans to address that.


Celebrate Your Success


While reviewing progress of the project is important, of equal importance is celebrating the good work the team has done. Celebrating successes and recognising the contributions of the team allows people to feel more valued and will only help to increase engagement.


To help keep this in mind, take a look at the important milestones for the project and think about how you would like to celebrate them – especially project completion!


These celebrations could be anything, so get creative. If one of your team members has exceeded expectations, consider sending out a congratulations email to the team or perhaps a voucher to recognise their efforts. Look at taking the entire team out for a meal or  other team building events that get everyone together in a positive environment outside of work.


Closing Thoughts


At the end of the day, Project Managers are responsible for keeping the entire team motivated and on track. It’s no easy task, but a few tweaks can help you take your project to the next level. What do you do to keep your team motivated? We’d love to hear your thoughts!

Share This Article

Recent Articles

By Sarah McCandless June 11, 2025
Enterprises operate under continuous pressure to drive innovation, scale operations and respond effectively to evolving technologies, market dynamics and regulatory requirements. Successfully managing this complexity demands seasoned, strategic IT leadership—precisely what fractional IT leadership provides. What Is Fractional IT Leadership? Fractional IT leadership refers to experienced CIOs, CTOs and senior IT executives who engage with organisations on a part-time, project-based or interim basis. Unlike traditional full-time hires, fractional leaders provide targeted expertise and strategic guidance aligned with your immediate priorities and long-term goals. This flexible model allows businesses to access top-tier leadership without the full-time overhead. Meeting Market Demands with Agile IT Leadership Technology innovation and digital disruption continue at breakneck speed. Businesses must rapidly pivot IT strategies, embrace cloud migration, enhance cybersecurity and integrate increasingly complex systems. All while managing budgets and talent shortages. Achieving this demands IT leadership that can respond swiftly and decisively, steering transformation initiatives with clarity and confidence. Engaging fractional IT leaders brings a range of strategic advantages: Access to senior expertise: Gain insights from seasoned professionals with diverse industry backgrounds and proven track records. Cost efficiency: Avoid the expense and commitment of full-time executive roles, paying only for the leadership you need. Scalability: Scale leadership involvement up or down as your projects and priorities evolve. Accelerated execution: Drive faster decision-making and execution of critical digital initiatives. Risk mitigation: Leverage expert guidance on governance, security and compliance to reduce operational risks. How Enterprise Group Consulting Supports Fractional Leadership At Enterprise Group Consulting , we provide a curated network of senior IT leaders ready to engage flexibly with your organisation. Whether you need interim leadership to guide a transformation, niche expertise to augment your team, or ongoing part-time CIO support, we tailor our solutions to fit your strategic needs. Our approach ensures seamless collaboration with your internal teams to deliver measurable outcomes. To successfully engage fractional IT leadership, consider these steps: Define clear objectives and the scope of leadership involvement. Establish measurable success criteria to track progress. Ensure cultural and strategic alignment between fractional leaders and your organisation. Plan for integration with existing teams to maximise impact. Ready to explore how fractional IT leadership can transform your IT strategy? Contact us to learn more about our leadership solutions tailored to your business goals.
A group of chess pieces are connected to each other on a table.
By Sarah McCandless April 29, 2025
At Enterprise Group Consulting (EGC), we know a tough truth: not every project, hire or operational strategy deserves infinite perseverance. Sometimes the smartest move isn't to push harder — it’s to pause, rethink and pivot. The line between persistence and sunk-cost stubbornness can get blurry. Leaders often find themselves asking: Should we keep going? Or is it time to change direction? Projects: Progress vs. Stagnation Every project hits speed bumps. But when challenges turn into chronic roadblocks — missed deadlines, scope creep without end, endless rounds of "re-scoping" — it might not be about effort anymore. It might be about fit.  Signs it’s time to pivot: The original business problem no longer exists (or has shifted) Team engagement has plummeted beyond repair Costs are ballooning with no path to ROI.
A man and a woman are standing in an office looking at a tablet.
By Kara Porter April 3, 2025
Spoiler: It’s not more strategy documents or inspirational speeches.
By Sarah McCandless March 7, 2025
Leaders are told to give feedback regularly, but many struggle to do it effectively. And when the tables are turned, receiving feedback can be just as uncomfortable. But why? What makes something so essential to growth so difficult to master?
By Sarah McCandless February 10, 2025
Active listening - the ability to fully understand, engage with, and respond thoughtfully - has the potential to transform workplace relationships, enhance team performance, and cause meaningful change.
By Sarah McCandless January 2, 2025
Onboarding has always been a critical part of employee engagement and retention. But as hybrid and remote work environments become the norm, traditional onboarding practices are falling short. In 2025, the most successful organisations will be those that reimagine their onboarding processes to reflect the realities of a flexible workplace while encouraging connection, culture, and productivity.
By Sarah McCandless December 4, 2024
As the year draws to a close, it’s natural to focus on planning for the next one. But before you dive in head first to setting goals and strategies for 2025, there’s great value in pausing to reflect on the past year.
By Sarah McCandless November 14, 2024
For many years, companies have treated sustainability as a matter of compliance, ticking boxes to meet environmental regulations and corporate social responsibility targets. But in 2024, we’re seeing a major shift: sustainability has evolved from a regulatory obligation into a key
By Sarah McCandless October 8, 2024
Without the natural interactions that happen in an office setting, leaders need to rethink how they build trust and engagement in a digital environment. The good news? Building trust remotely is absolutely achievable, but it requires a different playbook - one that focuses on transparency, communication, and autonomy.
Women-Owned Businesses
By Sarah McCandless September 2, 2024
In this blog, we’ll explore the impact of women-owned businesses, the unique challenges they face, and how supporting these enterprises can lead to a more inclusive and prosperous future for all.
Show More

Archive

By Sarah McCandless June 11, 2025
Enterprises operate under continuous pressure to drive innovation, scale operations and respond effectively to evolving technologies, market dynamics and regulatory requirements. Successfully managing this complexity demands seasoned, strategic IT leadership—precisely what fractional IT leadership provides. What Is Fractional IT Leadership? Fractional IT leadership refers to experienced CIOs, CTOs and senior IT executives who engage with organisations on a part-time, project-based or interim basis. Unlike traditional full-time hires, fractional leaders provide targeted expertise and strategic guidance aligned with your immediate priorities and long-term goals. This flexible model allows businesses to access top-tier leadership without the full-time overhead. Meeting Market Demands with Agile IT Leadership Technology innovation and digital disruption continue at breakneck speed. Businesses must rapidly pivot IT strategies, embrace cloud migration, enhance cybersecurity and integrate increasingly complex systems. All while managing budgets and talent shortages. Achieving this demands IT leadership that can respond swiftly and decisively, steering transformation initiatives with clarity and confidence. Engaging fractional IT leaders brings a range of strategic advantages: Access to senior expertise: Gain insights from seasoned professionals with diverse industry backgrounds and proven track records. Cost efficiency: Avoid the expense and commitment of full-time executive roles, paying only for the leadership you need. Scalability: Scale leadership involvement up or down as your projects and priorities evolve. Accelerated execution: Drive faster decision-making and execution of critical digital initiatives. Risk mitigation: Leverage expert guidance on governance, security and compliance to reduce operational risks. How Enterprise Group Consulting Supports Fractional Leadership At Enterprise Group Consulting , we provide a curated network of senior IT leaders ready to engage flexibly with your organisation. Whether you need interim leadership to guide a transformation, niche expertise to augment your team, or ongoing part-time CIO support, we tailor our solutions to fit your strategic needs. Our approach ensures seamless collaboration with your internal teams to deliver measurable outcomes. To successfully engage fractional IT leadership, consider these steps: Define clear objectives and the scope of leadership involvement. Establish measurable success criteria to track progress. Ensure cultural and strategic alignment between fractional leaders and your organisation. Plan for integration with existing teams to maximise impact. Ready to explore how fractional IT leadership can transform your IT strategy? Contact us to learn more about our leadership solutions tailored to your business goals.
A group of chess pieces are connected to each other on a table.
By Sarah McCandless April 29, 2025
At Enterprise Group Consulting (EGC), we know a tough truth: not every project, hire or operational strategy deserves infinite perseverance. Sometimes the smartest move isn't to push harder — it’s to pause, rethink and pivot. The line between persistence and sunk-cost stubbornness can get blurry. Leaders often find themselves asking: Should we keep going? Or is it time to change direction? Projects: Progress vs. Stagnation Every project hits speed bumps. But when challenges turn into chronic roadblocks — missed deadlines, scope creep without end, endless rounds of "re-scoping" — it might not be about effort anymore. It might be about fit.  Signs it’s time to pivot: The original business problem no longer exists (or has shifted) Team engagement has plummeted beyond repair Costs are ballooning with no path to ROI.
A man and a woman are standing in an office looking at a tablet.
By Kara Porter April 3, 2025
Spoiler: It’s not more strategy documents or inspirational speeches.
By Sarah McCandless March 7, 2025
Leaders are told to give feedback regularly, but many struggle to do it effectively. And when the tables are turned, receiving feedback can be just as uncomfortable. But why? What makes something so essential to growth so difficult to master?
By Sarah McCandless February 10, 2025
Active listening - the ability to fully understand, engage with, and respond thoughtfully - has the potential to transform workplace relationships, enhance team performance, and cause meaningful change.
By Sarah McCandless January 2, 2025
Onboarding has always been a critical part of employee engagement and retention. But as hybrid and remote work environments become the norm, traditional onboarding practices are falling short. In 2025, the most successful organisations will be those that reimagine their onboarding processes to reflect the realities of a flexible workplace while encouraging connection, culture, and productivity.
By Sarah McCandless December 4, 2024
As the year draws to a close, it’s natural to focus on planning for the next one. But before you dive in head first to setting goals and strategies for 2025, there’s great value in pausing to reflect on the past year.
By Sarah McCandless November 14, 2024
For many years, companies have treated sustainability as a matter of compliance, ticking boxes to meet environmental regulations and corporate social responsibility targets. But in 2024, we’re seeing a major shift: sustainability has evolved from a regulatory obligation into a key
By Sarah McCandless October 8, 2024
Without the natural interactions that happen in an office setting, leaders need to rethink how they build trust and engagement in a digital environment. The good news? Building trust remotely is absolutely achievable, but it requires a different playbook - one that focuses on transparency, communication, and autonomy.
Women-Owned Businesses
By Sarah McCandless September 2, 2024
In this blog, we’ll explore the impact of women-owned businesses, the unique challenges they face, and how supporting these enterprises can lead to a more inclusive and prosperous future for all.
More Posts