By Hailey Nguyen
SITUATION
In our recent engagement with the Director of Project Management, we encountered a scenario that illustrated the challenges of navigating heavy workloads, strained resources, and diminishing team morale. Through strategic intervention and a focus on fostering a culture of collaboration, we were able to transform chaos into cohesion, ultimately leading to improved project outcomes and a healthier work environment.
CHALLENGES
The Director of Project Management found herself at the helm of a large team of 20 individuals, with each member reporting directly to her. The influx of new projects, coupled with insufficient resources and manpower left the team grappling with an overwhelming workload. With the manager also immersed in project execution, team management took a backseat, resulting in missed deadlines, dissatisfied clients, and a disheartened workforce. The ramifications extended beyond the professional realm, as the director began experiencing personal health issues due to prolonged stress.
– No team management
– Missed deadlines
– Low team morale
– High team turnover
– Dissatisfied customers
JAL APPROACH
Recognizing the need for a holistic overhaul, we worked on restructuring and creating a different team dynamic.
1. Redistributed accountabilities – Accountabilities were restructured to alleviate the burden on the director.
2. Established a new hierarchical structure – Five individuals reported directly to the manager, while the remainder reported to designated team leads. This streamlined communication channels and empowered team leads to take ownership of their respective domains.
3. Identified and cultivated a team culture – We implemented weekly check-ins to gauge the pulse of the team, offering a platform for members to voice concerns and assess workload commitments collaboratively. By fostering open communication and a sense of psychological safety, we created an environment where issues could be addressed proactively, fostering trust and cohesion.
RESULTS
The impact of our partnership was substantial. With a more structured framework in place, the team began collaborating seamlessly, leveraging open communication channels to navigate challenges collectively. The director, freed from the burden of micromanagement, was able to focus on strategic initiatives and preemptive measures to alleviate stress and workload imbalance among team members.
Team leads emerged as instrumental figures, working closely with individual contributors to ensure adequate support and workload distribution. The offloading of managerial accountabilities not only mitigated stress-related health issues but also revitalized team morale, leading to a more engaged and motivated workforce.