In a company whereby employees have adopted an anti-project culture, the project manager should thus motivate the employees to deliver better results on each project. By creating a culture whereby employees are accountable and motivated, the organization becomes a good fun place to work.
Excellent organizational culture has an enormous impact on a project’s success rate. Therefore, the project manager can change the culture by leading by example, whereby workers are not motivated by salaries but by customer satisfaction (Larson & Gray, 2014). The manager may also involve employees in decision-making through better communication to ensure that they feel like part of the team. There is a need for healthy communication, accountability, clarity and oversight regarding the projects and their deliverables.
To ensure that a project is completed, the manager should model hard work for the employees whereby he builds a clear execution plan. Moreover, the manager should establish clear, material deliverables for each step of the project making room for errors and breaking down the time need of each deliverable.
The transformational style of leadership is thus suitable for such an organizational setting since high levels of communication from management are necessary to meet goals (Gido & Clements, 2014). The project manager would motivate the workers to boost efficiency and productivity through high visibility and communication while delegating the smaller tasks to the project team to accomplish goals.
To measure the success of the project, one would need to define the Key Performance Indicators, KPIs, which show quantifiable measurements providing the critical success factors of an organization (Kerzner, 2013). The project manager would need to define the project objectives, success criteria as well as the KPIs using a checklist. It is thus crucial to integrate the elements, from the checklist to implement a performance measurement program focusing on continuous improvement.