{"id":14533,"date":"2021-01-05T12:21:58","date_gmt":"2021-01-05T11:21:58","guid":{"rendered":"https:\/\/stage-fp.webenv.pl\/blog\/?p=14533"},"modified":"2021-08-10T10:35:36","modified_gmt":"2021-08-10T08:35:36","slug":"how-to-increase-teams-motivation-and-make-better-results-case-study","status":"publish","type":"post","link":"https:\/\/www.future-processing.com\/blog\/how-to-increase-teams-motivation-and-make-better-results-case-study\/","title":{"rendered":"How to increase team\u2019s motivation and make better results – case study"},"content":{"rendered":"\n
However, it\u2019s not only about problems with meeting deadlines or low quality coding. In reality, it\u2019s also about client satisfaction and the company\u2019s reliability.<\/p>\n\n\n\n
And these are not just empty words \u2013 we have a specific case to help prove our point. Take a look below and see how we managed to boost morale for our team and how this influenced our cooperation with the client \u2013 in a very positive way!<\/p>\n\n\n\n
A case study<\/h2>\n\n\n\n
While running a particular project for one of our clients, we were struggling with some difficulties that were pretty hard to overcome.<\/p>\n\n\n\n
The situation escalated pretty quickly, and we soon found that our credibility has been undermined.<\/p>\n\n\n\n
Internal difficulties <\/h3>\n\n\n\n
Demotivated team<\/strong> – team members began to lose their proactivity, motivation and had less interest in looking for optimal solutions and 3 out of 4 team members actually considered leaving the team. Had they left, the project would have been in serious jeopardy, since replacing them would have required building a whole new team. <\/li>
No team-spirit<\/strong> – the situation led to worse cooperation between individual team members.<\/li><\/ul>\n\n\n\n
External difficulties <\/h3>\n\n\n\n
Dissatisfied client<\/strong> – the client started to have doubts about the quality of delivery. <\/li>
Decreased trust<\/strong> – the client began to see us as a contractor, not as a partner.<\/li><\/ul>\n\n\n\n
It was like a vicious circle – the client\u2019s lower trust resulted in the less motivated team and the team\u2019s decreased motivation badly influenced the client’s trust\u2026 we knew we had to do something about it!<\/p>\n\n\n\n
Solutions <\/h2>\n\n\n\n
Being aware of these problems, we decided to take some serious measures and try to solve them. So, to enable the fresh start of the project we decided to replace the Team Leader (TL) and the Engagement Manager (EM)<\/strong> and right after this change, the real trust-building process began<\/strong> \u2013 for both the team and the client.
The team<\/strong>
1) The new TL started discussing problems with team members individually and introduced a new division of responsibilities. They discussed the project and talked about their personal needs and goals.
2) He offered the team training packages and mentorship possibilities, opening up some new and appealing paths of development.
3) The TL started monitoring individual motivation levels.
4) The TL bet on a problem-solving approach and reacted quickly to any emerging issues.
5) In addition: prior to replacing the TL and EM, we also moved the team to a different workspace, so that they could have a fresh start.
The client<\/strong>
1) Approximately three months after replacing the Team Leader, we met with the client. We presented the team\u2019s perspectives, and the client clearly defined their expectations and requirements.
2) We began to cooperate even more closely with the client\u2019s Product Manager.<\/p>\n\n\n\n
Effects<\/h2>\n\n\n\n
As a result of all of these actions, we received a new set of responsibilities from that client, along with 3 new and promising sub-projects to work on that involved leveraging some top emerging technologies. The client\u2019s satisfaction and trust increased significantly.<\/p>\n\n\n
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