Building a cross-functional team in your company is key to business success.

In a modern, competitive work environment, businesses must be able to adapt quickly and respond to challenges that arise.

But how can you build a cross-functional team? What value does it bring to the company? Let’s find out.

Why it is crucial to create a cross-functional team in your business

Cross-functional teams are work groups consisting of members from different business areas. These teams are often assembled to work on projects that require skills and knowledge from various departments, such as marketing, sales, engineering, and customer support.

A cross-functional team in a company serves to achieve goals that require close and integrated collaboration among different roles or departments within the organization. Here are some of the main goals and objectives:

• Better communication: they can help improve communication between people from different departments. This can result in better understanding and collaboration.
• Productivity boost: they help increase productivity by leveraging the skills and resources of people from different departments or areas.
• Cost reduction: Cross-functional teams can help reduce costs, as they can prevent redundancy in efforts and resources.
• Strategic alignment: they can help ensure that different parts of your company’s organization are aligned with its strategic goals, thus making it easier to have a shared vision and joint commitment.

7 benefits in creating a cross-functional team in your company

While traditional or functional teams focus on specific tasks within a single area, cross-functional teams combine various skills and perspectives to address more complex and dynamic challenges.

Their unique formation, goals, and operating methods make them well-suited to foster innovation, flexibility, and collaboration within the organization.

However, they can also come with unique challenges in managing and building group dynamics.

Let’s take a look at some advantages of having a cross-functional team in your company:

1. Innovation: combining different skills, experiences, and perspectives can foster creativity and yield new and innovative solutions. Each team member can bring their unique perspective, challenging traditional approaches and promoting innovative thinking.

2. Better communication: a cross-functional team promotes communication between different departments or sectors of a company. This can help break down the “silos” that often form within organizations, improving collaboration and understanding between different departments.

3. Efficiency and speed: by assembling all the necessary expertise in one team, decision-making becomes faster and more efficient. Instead of seeking approval or input from different departments, teams can work more agilely and respond quickly to changes.

4. Resource optimization: a cross-functional team can work with greater synergy and leverage available resources more effectively. This can yield higher productivity and better resource allocation.

5. Better troubleshooting: The diversity of skills and knowledge of the team allows a more thorough assessment of problems. This provides a faster and more accurate solution by considering different aspects of the issue.

6. Professional development: team members can learn from each other, enriching their skills and promoting professional growth. Collaboration between individuals with different skills can increase mutual understanding and promote the development of new skills.

7. Greater employee engagement: working in a collaborative and dynamic environment can boost employee satisfaction and engagement. Being part of a cross-functional team often means having greater control and responsibility, which can improve motivation.

Achieving these benefits involves careful management and the use of appropriate practices and tools to support cross-functional collaboration.

How to create a cross-functional team in your company

Cross-functional teams are often assembled to work on projects that require skills and knowledge from different departments, such as marketing, sales, engineering, and customer support.

Let’s take a look at some tips for project managers on how to build a cross-functional team in their company:

-Clearly define your team’s goals. What is the team’s goal? What is desired to be achieved? Having clear goals will help the team stay focused and motivated.

-Choose your team members carefully. Ensure team members have the skills and knowledge needed to complete their project. They should also be able to work well together and be open-minded.

-Create a collaborative work environment. Cross-functional teams must be able to communicate and collaborate effectively. Project managers must foster an environment where team members feel comfortable sharing ideas and feedback.

-Provide your team with the resources they need. Team members must be provided with the resources they need to complete their project. This includes time, money, equipment, and software.

-Measure your team’s progress. Monitoring your team’s progress and implementing any necessary changes along the way is crucial. This will help ensure the team is on track to achieve its goals.

How to manage cross-functional teams with Twproject

Twproject is a project management tool that can be extremely valuable in managing cross-functional teams. Here’s how:

• Planning and tracking: Twproject offers planning features that allow you to assign tasks, set deadlines, and establish priorities. This helps employees clearly understand their roles and responsibilities, boosting collaboration and efficiency.
• Smooth communication: Its platform offers built-in communication tools that make it easier for team members to exchange information. This is particularly important in a cross-functional team, where communication between different departments can be challenging.
• Progress monitoring: Twproject makes it easy to monitor the status and progress of your projects, providing a clear overview of where the team is concerning goals. This helps managers take early action if something is not going according to plan.
• Resource management: this tool provides features for resource management, allowing you to see who is available and who is overburdened with work. This can help balance workload among cross-functional team members, ensuring that skills are used as effectively as possible.
• Real-time collaboration: Twproject’s collaboration tools allow team members to work jointly on documents and files, sharing ideas and feedback in real time. This is key to promoting a collaborative work environment.
• Customized reporting: Twproject offers the option of creating custom reports that can provide key insights regarding team performance and project progress. This can help pinpoint areas where there is room for improvement.
• Integration with other tools: This software can be integrated with other tools used by your company, ensuring that all information is conveniently accessible in one place. This integration can further streamline workgroup
• Mobile access: Mobile access allows team members to stay connected and up-to-date wherever they are. This is particularly beneficial in a cross-functional environment where team members may be located across multiple locations.
• Customization: The option to customize its interface and functionality according to your company’s specific needs means that Twproject can be tuned to support the unique dynamics of cross-functional teams specifically.

Simply put, a cross-functional team is intended to build a dynamic and responsive unit within an organization, capable of facing complex challenges and contributing to the growth and development of its members.

Its application can be a key factor in a company’s flexibility, competitiveness, and success.

Working with more than one team can be challenging.

In an increasingly globalized and connected world, it is ever more common for projects to involve multiple groups based in different locations or continents.

Therefore, it can be quite a challenge for project managers to find ways to coordinate the activities of these different teams effectively.

In this article, we will look at the main challenges involved in managing multiple teams in a project and explore some of the best practices for successfully managing multiple teams.

Challenges in managing multiple teams

Managing multiple teams in a project comes with its own unique set of challenges, such as:

• • Cultural and language diversity: Members of different work groups may come from different cultures and speak different languages, making communication and collaboration difficult.
  • Physical distance: Members of different work groups may be based in different locations, making it challenging to manage meetings and monitor activities.
  • Lack of coordination:Work groups may have different goals and priorities, resulting in conflicts and delays.

5 mistakes you should avoid when managing work groups

Managing multiple teams in a project is a challenging matter that requires special care.

By preventing these mistakes and taking a proactive and mindful approach, project managers can successfully manage multiple teams, ensuring that each group works effectively and harmoniously toward common goals.

Here are some common mistakes you should avoid:

1. Not distinguishing the priorities of different teams: Each team has its own goals and priorities. Treating all groups equally without recognizing their unique needs can lead to confusion and frustration. It is crucial to understand the particularities of each team and allocate resources accordingly.

1. 1. Lack of communication between teams: When several teams work on different aspects of a project, poor communication can lead to overlaps or shortcomings. Setting up clear and regular communication channels between teams is critical to ensure everyone is aligned.
   2. Not ensuring that all groups work the same way: Each team has its own dynamics and way of working. Forcing a standardized approach can be counterproductive. Instead, it is essential to recognize and value each team’s different approaches.
   3. Avoiding conflicts Instead of facing them: with more than one team involved, tensions or disagreements are unavoidable. Ignoring these conflicts and hoping that they will resolve spontaneously can make the situation worse. It is better to address tensions and find collaborative solutions proactively.
   4. Not defining roles and responsibilities clearly: in a setting where there is more than one team, it can become confusing about the duties of each. Ensuring each team member knows their role and responsibilities prevents misunderstandings and duplication.

How to manage multiple work groups in a project with Twproject

1. Define a clear shared goal

First of all, it is critical to have a clear common goal. This goal must be understood and shared by all members of the different groups.

When each group member has a clear understanding of the expected deliverable, they are more likely to work in synergy with others to achieve it.

With Twproject’s help, for example, you can define clear goals for each project and assign them to specific work groups. These goals can be monitored and updated in real-time, ensuring everyone is aligned and working toward the same goal.

2. Promote information sharing

Effective exchange of information is essential to ensure that each group can work efficiently.

This not only helps prevent misunderstandings but also ensures that all members are kept up-to-date about the latest news and project progress. This can be done through online communication tools such as chat, video conferencing, and project management systems.

Twproject offers a built-in communication system that allows each group member to share information effectively. You can create threads, share documents, and keep track of conversations in one place, ensuring that information flows smoothly.

3. Build an efficient workgroup

An efficient work group consists of dedicated individuals who bring different skills and viewpoints to the table. This diversity can be a valuable asset, yet only if it is properly managed.

It is vital that each member is respected and valued for their skills and that there is an environment in which group members can learn from each other.

4. Clearly define roles and responsibilities

It is essential to define the roles and responsibilities of each team member clearly. This will help in preventing confusion and conflict. Roles and responsibilities should be clearly documented and communicated to all team members.

Using Twproject, specific roles and responsibilities can be defined for each team member. This way, everyone will have a clear view of their responsibilities and assigned tasks.

5. Monitor and evaluate regularly

One of the keys to successfully managing multiple teams is to monitor progress and gauge the effectiveness of strategies employed regularly. This way, you can quickly pinpoint problems and make the necessary changes before they become severe obstacles to project success.

Twproject provides advanced planning tools, such as Gantt charts, that allow each group’s activities to be planned and monitored thoroughly. Constant monitoring of activities helps to detect deviations early and take corrective action.

6. Promote collaboration among groups

Although each group may have specific goals, it is essential to promote collaboration among teams. You can do this through regular coordination meetings, workshops, and team-building sessions. When groups work well together, the project as a whole is more likely to be successful.

Bottom line, Twproject is a one-stop software that offers all the features you need to manage multiple teams successfully. From planning to communication, monitoring to reporting, it provides everything you need to ensure the success of your project.

A department’s workload is a key indicator for understanding the efficiency and productivity of a team within an organization.

By measuring workload, you can easily spot any problems or imbalances and take measures to improve efficiency and productivity.

So, how can you measure it effectively?

Here are some steps to take into consideration.

Work overload is a common challenge for project managers.

Managing the majority of the workload every day can induce work stress and negatively impact productivity.

This condition occurs when someone has too many tasks and lacks the time and energy to carry them out. This can negatively impact physical and mental health, productivity, and work fulfillment.

So how can this risk be mitigated?

How to spot work overload

The first step to better managing work overload is to identify it.

Take time to gauge your team’s workload. We have assembled a list of “symptoms” often common to companies that hide the signs of overload:

• Increase in mistakes: if you notice increased errors in your team’s work, it could indicate that they are overloaded. When people are stressed or tired, they are more likely to make mistakes.
• Decline in productivity: if your team cannot accomplish tasks in the scheduled time or the quality of work is dropping, this could be a sign of work overload.
• Mood swings: being cranky, frustrated, and apathetic may be signs of stress and work overload. It may be time for a follow-up if you notice changes in your team members’ moods or behavior.
• Increase in absenteeism: if your team members have begun to take more sick days or if you notice an increase in absenteeism, it could be a sign that they are trying to avoid the excessive workload.
• Overtime excess: if your team members are working over and above regular working hours all the time to complete their tasks, it is a telltale sign of work overload.
• Physical signs of stress: these can include headaches, weariness, poor quality sleep, belly problems, etc. If you notice your team showing physical symptoms of stress, it could be due to overwork.
• Lack of engagement: if your team members appear uninterested or distant, it could be a sign that they are overloaded and struggling to maintain a work-life balance.
• Bad or lack of communication: if you notice that communication within your team has become poor or if team members are not communicating at all, this could be a sign.

Tips for mitigating work overload risks

1. Identify the most important tasks

In a fast-paced work environment, focusing on what is truly important is imperative. Identifying and ranking tasks according to their priority and relevance is the first step in efficiently managing a workload.

Make a work plan that details who does what and when. Determine with your team which tasks are most important and focus on them. Establish which tasks are urgent and important, which are important but not urgent.

2. Manage time efficiently

Another way to mitigate work overload is to manage time effectively. This means planning your workday and taking time to rest and recharge your batteries.

Remember, working restlessly can cause stress and reduce productivity. So take time for yourself and activities you enjoy.

3. Set realistic deadlines

One of the most important things a project manager can do to mitigate work overload risk is to establish realistic deadlines considering team capabilities.

If deadlines are too tight, team members may feel overwhelmed and more likely to make mistakes.

Here are some tips on how to set realistic deadlines:

• Consider your available resources: How many people are on the team? How many hours of work are available each week?
• Evaluate complex tasks: How long will each activity take to complete? Are any tasks that are more complex than others?
• Include an error margin: it is always a good idea to have a margin of error in deadlines so that you will have time to address unforeseen contingencies.
• Check-in with your team: be sure to check with your team for their feedback on deadlines. They may have information you haven’t considered.

4. Use work management tools

Work management tools can help tremendously in managing work overload.

For example, project management tools such as Twproject can help with task organization, progress monitoring, and efficient work delegation.

They also help pinpoint and eliminate tasks that do not add value, thus freeing up time and resources for more important activities.

Managing work overload with Twproject

Teams often work on multiple projects simultaneously, have to manage day-to-day activities, and respond to emergencies.

Given this context, a clear picture of each resource’s workload becomes critical to successfully completing projects.  

Twproject offers a range of features that significantly simplify workload management and distribution.

For example, it is possible to define the duration of your project from its creation. The effort, which is the estimated time each resource will have to devote to the project, on the other hand, is defined when the assignment is created.  

This provides a clear understanding of each resource’s workload and allows you to manage time and energy better.

Furthermore, Twproject helps you consider several parameters to determine how much a resource can work daily on the project. These include working hours, vacations, sick leave, time already allocated on other projects, routine activities, and scheduled sports activities.

Routine activities, such as reading emails, attending department meetings, answering phone calls, and supporting colleagues, can take up a significant amount of a resource’s work time.  

It is possible to record these activities in a “pot” to understand how much time your resources can commit to projects.

Spot activities do not generate a load “spread” over the project/contract duration period but only on the days when the activities are scheduled. You can manage these activities directly by assigning ToDo’s or using the work plan.

Thanks to advanced optimisation calculations, Twproject allows the load of resource groups to be managed optimally.

Read the interview with Cepi Silos to find out how they organise resources by departments or divisions in Twproject and get a detailed view of the workload.

How to balance workload with Twproject

Balanced workload distribution is critical to prevent overloading and ensure that projects are completed efficiently. Twproject offers many features that facilitate this distribution.

The more information you enter into Twproject, the closer your charts will come to reality. You can enter how much you intend to work on a project, giving estimated hours.

If you are structuring your project with ToDo’s, you can also estimate by quantifying each.

From the Workgroup section, clicking “workload” will present a graphical illustration of the total load per day for each resource in the selected workgroup. Each color stands for a different project or phase. You will also have access to a detailed explanation of the workload components.

The workload information is available every time you create an assignment. When you select one of your resources, you will immediately know how busy your assignee is on other projects, so you can decide which is the best resource to assign.

Twproject does not just sum up the estimates for each day but tries to distribute the workload so that the resource does not exceed its working hours per day, in this case, increasing the load on less busy days.

Furthermore, it offers advanced reporting features. For example, you can generate custom reports that show time spent on each project, progress made, and resources used. This can help you pinpoint any overloaded areas and make informed decisions on reallocating resources or revising deadlines.

Bottom line, Twproject is a reliable partner for project managers looking to manage work overload and improve their team’s productivity.

Corporate onboarding is a key process for introducing new employees to an organization and preparing them to work efficiently and productively on current projects.

Well-structured onboarding helps new hires quickly become familiar with the company’s policies, procedures, culture, and organizational roles.

It also improves collaboration among teams and reduces the time needed to achieve high productivity.

This article will examine the main strategies for effective corporate onboarding, focusing on introducing new hires to ongoing projects.

We will also discuss how project managers can benefit from using tools like Twproject to streamline and improve the onboarding process.

Pre-onboarding preparation

The onboarding process begins even before the new employee joins the company.

The project manager must set the stage for the newly hired employee to start working on ongoing projects from day one:

• Define role and expectations: Clarifying the new employee’s position and expectations about their contribution to the project is essential. This helps avoid misunderstandings and ensures that the new employee has clear goals.

• Provide informational materials: Send the newly hired employee informational materials about the company, culture, policies, and procedures. This will give the new employee a broader view of the organization and enable them to understand better the environment in which they will be working.

• Plan the necessary training: Find gaps in the newly hired employee’s skills and plan training sessions to fill them. Training may cover using specific tools and software, company regulations, or project management methodologies.

Corporate onboarding: the strategies to adopt

Once a new employee joins the company, it is crucial to introduce them to ongoing projects quickly.

Here are some strategies the project manager can adopt to facilitate this process:

• Arrange a meeting with the team: the project manager should arrange a meeting between the newly hired employee and the project team. This allows team members to get to know each other and establish a collaborative relationship. It will also give the new employee a better understanding of the team dynamic and role within the group.

• Present the project: The project manager should present the project in detail, highlighting the objectives, timelines, constraints, and opportunities. In addition, it is crucial to explain the newly hired employee’s role within the project and how their contribution will be critical to achieving the objectives.

• Provide an overview of current activities: The project manager should provide an overview of everyday activities, highlighting milestones, deadlines, and open issues. This will enable the new hire to understand the project’s current status and identify areas where they can begin contributing immediately.

• Assign a mentor: Assigning a mentor to the newly hired employee can effectively streamline the onboarding process. A mentor can support, answer questions, and help the new employee integrate into the team and the project.

• Establish regular communication: The project manager should ensure regular communication between the newly hired employee and the project team. This can include weekly updates, project meetings, and informal check-ins to ensure the new employee knows the latest news and feels part of the team.

Corporate onboarding: examples

In this context, we examine three examples of in-house onboarding strategies that enable new hires to be introduced to ongoing projects efficiently and productively:

1. Structured training program: an effective onboarding strategy can include a structured training program for new hires. This program could consist of theoretical training sessions, hands-on workshops, and shadowing of experienced colleagues. For example, a new software development team employee could attend training sessions on the programming languages used, development methodologies, and project management In addition, they might be assigned to work closely with a senior developer to learn from their expertise and gain a greater understanding of ongoing projects.
2. Peer-to-peer onboarding: another effective approach is to implement a peer-to-peer onboarding program, in which the new employee is assigned to an experienced colleague within the organization as a mentor. For example, the new employee joining a marketing team could be paired with a more experienced marketing manager, who guides them in understanding current marketing strategies, target customers, and planned activities.
3. Initial small projects: another helpful strategy is to assign the newly hired employee small projects early in the onboarding process. For example, a new employee joining a project management team could be assigned to manage a small project, allowing them to become familiar with the project management software used by the company, collaborate with other team members, and understand internal procedures. Larger projects and increasing responsibilities may be assigned as they gain more confidence and skills.

Project management in the corporate onboarding phase

Project management software such as Twproject can greatly facilitate an effective corporate onboarding process.

Twproject is a comprehensive project management solution that helps project managers plan, monitor and control their projects while facilitating collaboration among team members.

Here are some of the ways Twproject can improve the corporate onboarding process:

• Centralization of information: Twproject allows all project-related information to be centralized in one place, making it easier for new hires to access documents, project plans, activities, and updates.
• Assignment of tasks: the project manager can easily assign specific tasks to new hires, ensuring they clearly understand their responsibilities and goals to be achieved.
• Progress monitoring: the software allows project managers to monitor the progress of tasks and projects, enabling them to quickly assess the performance of new hires and provide feedback and support when needed.
• Communication and collaboration: Twproject facilitates communication and cooperation among team members, making it easier for new hires to integrate into the team and contribute to ongoing projects.

Tips for improving onboarding in the company

An effective corporate onboarding process is critical to ensure that new hires integrate quickly into the organization and contribute to ongoing projects in a productive manner.

Properly preparing the ground, introducing new employees to ongoing projects, and using project management tools such as Twproject can make this process much easier and ensure the success of new employees and the projects in which they are involved.

Some additional suggestions for improving the corporate onboarding process include:

• Periodic assessment: The project manager should periodically assess the progress of new hires during the onboarding process. This allows any areas of difficulty to be identified and additional support and training to be provided as needed.
• Two-way feedback: Encourage the new employee to provide feedback on the onboarding process and the project in general. This helps identify any problems or areas for improvement and allows the project manager to make changes to ensure the success of the project and the well-being of the new employee.
• Create an inclusive work environment: Ensure that the work environment is inclusive and welcoming to new hires. Promoting diversity and inclusion can help create a more productive and collaborative work environment that fosters successful projects.
• Celebrate successes: Recognize and celebrate the achievements of new employees during onboarding and ongoing projects. This can increase new employees’ motivation and engagement and strengthen their sense of belonging to the organization.

Conclusion

In conclusion, an effective corporate onboarding process is essential to ensure new hires’ integration and ongoing projects’ success.

Adopting pre-onboarding preparation, introducing projects, using tools such as Twproject, and implementing periodic evaluations and two-way feedback can help create a well-structured and functional onboarding process.

By following these steps, project managers can ensure that new employees integrate quickly into the organization and contribute significantly to achieving business goals.

An often overlooked yet crucial aspect of project management is emotional intelligence.

Successful project management requires more than technical competency in an increasingly digitized and technologically advanced world.

In this article, we will look at what emotional intelligence is and why it is so important.

What is emotional intelligence?

Emotional intelligence is recognizing, understanding, and managing your and others’ emotions.

In a work environment, this means navigating stressful situations, motivating team members, and resolving conflicts effectively.

This is a critical skill for a project manager as it involves interacting with different people within the project team, stakeholders, and others interested in the project.

Emotional Intelligence and Project Management

The Project Management Institute (PMI) acknowledges how important emotional intelligence is in a project manager’s role.

Managing emotions and understanding those of others can make the difference between a smooth project and one that encounters insurmountable roadblocks.

A project manager with high emotional intelligence can:

• Understand their team’s emotions: the project manager must understand the emotions of their team to help ensure a positive work environment. This can lead to increased productivity and better quality of work.

• Manage stress: in any project, there will inevitably be stressful times. A project manager with high emotional intelligence knows how to handle these moments without losing their temper or productivity.

• Resolve conflicts: conflicts can happen in any team. A project manager must know how to resolve these conflicts constructively, preventing them from becoming hindrances to project success.

Twproject and emotional intelligence: the perfect balance for the project manager

Integrating emotional intelligence into project management practices can yield significant benefits, and, Twproject serves as the perfect amplifier of these benefits.

Twproject offers a comprehensive digital work environment that enables project managers to organize, plan and monitor project progress. However, Twproject‘s features extend beyond project management.

Twproject promotes collaboration and communication among team members, critical aspects of any successful project. This approach reinforces the importance of emotional intelligence.

A project manager who understands and manages the emotions of their team can leverage our project management software to maximize the effectiveness of communication and collaboration.

It also offers time and resource-tracking tools to help project managers manage team stress.

For example, if a team member is overwhelmed with work, the project manager can use Twproject to redistribute tasks equally, thus preventing burnout and keeping team motivation high.

Bottom line

Emotional intelligence is a critical component of a successful project manager.

By combining this skill with a comprehensive and user-friendly project management tool like Twproject, project managers can achieve their project goals and create a more positive and productive work environment.

A project manager with high emotional intelligence knows how to motivate, manage stress, and resolve conflicts and is a priceless asset to any project.

Having a mix of technical skills, efficient project management tools, and, most importantly, high emotional intelligence will ensure project success.

Netiquette is different when it comes to smart working compared to that traditionally followed in the office.

Remote working began to gain popularity rapidly in all industries during the Covid-19 pandemic, and revolutionized the traditional business organizational model.

Remote working proved to be a highly convenient solution by workers, so much so that it is being adopted even after the public health emergency.

Therefore, it is crucial for leaders to find solutions to effectively manage communication and day-to-day remote work with their employees.

So, let’s see what is the best netiquette for managing a remote team.

Netiquette: 5 golden rules every leader needs to know to manage remote teams

1.Schedule daily meetings

Daily meetings, also known as stand-up meetings, are powerful tools for kicking off the day and planning activities.

These types of very brief meetings, whose duration usually doesn’t exceed 15 minutes, provide regular interaction between the project manager and the team.

When  working remotely, it is not unusual for employees to feel alienated from their supervisor.

Without in-person meetings, team members may lose a good deal of the communication aspect, which could turn the relationship with the manager cold.

Stand-up meetings, especially when held via video call, prevent this from happening.

2.Schedule one-on-one meetings with team members.

In conventional offices, team members meet all the time, thereby generating opportunities for work related talks and casual chats.

However, this is often an important thing that gets lost in remote work environments.

Holding regular face-to-face meetings with each of your team members is key to connecting and communicating with them.

Depending on your needs, one-on-one meetings can act as feedback and/or coaching sessions, work-related questions and answers, more informal talks, and more.

3.Implement participative leadership

From a traditional perspective, leadership means leading a group of people in pursuit of a common goal.

Yet when it comes to remote teams, a leader must do more than “simply” lead the group.

In this case, the term used is participative leadership.

Basically, the manager must be open to the idea that team members can contribute with their thoughts and ideas to activities.

This infuses a feeling of equity among employees because all important actions are taken by including their suggestions.

If you don’t know how to become a participative leader, here are some tips:

• Be straightforward in assigning roles and responsibilities to each team member;
• State your expectations clearly;
• Discuss with your group your goals and the roadmap to achieve them;
• Be open about the goal of your project and explain the ways in which everyone is personally responsible to it.

4.Hire responsibly

Although the impact of the pandemic has waned to a certain extent, remote work is currently being adopted in many companies.

Therefore, the potential for expanding your remote team in the future is high.

To make sure you hire the right people, you need to set some rules:

• Be clear about what duty your new teammate will perform and how they will make a difference;
• Share your expectations so that your new employee will know from the very first day what their part in your company will be;
• Discuss the goals you are trying to achieve as a team and how the new hire will be able to help;
• Share all the resources needed to fit in with the corporate culture;
• Devise a comprehensive and descriptive onboarding process for new hires.

5.Invest in the right tools

Having access to the right set of tools gets even more important in remote settings.

Employees need to be self-sufficient as they do not have the option of walking over to the next desk looking for answers.

This means, first of all, having the right hardware and software, such as a laptop, accessories, project management software, etc., as well as clear instructions for setting up and accessing the different software.

Asking your team members also which tools will help them most can serve as an easy way to understand what they need.

Remote project management can become even easier by using good  project management software.

Twproject for example, allows you to create a true centralized hub where you can find your project plan, tasks, deadlines, resources, budget and documentation needed to get the most out of your work from anywhere, without requiring your team to work on different applications and platforms.

This is a significant convenience since communication tools, shared files, task and deadline tracking, and reporting are all centralized in a single software platform.

In conclusion, we have seen how managing a remote team is quite challenging.

As a project manager, you need to focus on management issues, set clear expectations on tasks and deadlines, choose good communication channels, and make sure your team feels supported and appreciated.

Yet all of this goes by the wayside if you do not have a tool to actually measure the progress of activities.

This is why choosing good  project management software like Twproject becomes paramount when managing a remote team.

This will provide transparency, visibility and control of all aspects of your project at all times.

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Collaboration in the team is a key part of success in project management.

Collaborative workplaces see a more engaged workforce, increased trust, and improved performance.

However, creating a collaborative environment is challenging – let’s see how to do it in this article.

What is collaboration in the team?

Team collaboration is about working together as a cohesive group on a project to achieve a better result than could be achieved individually.

This involves brainstorming, creative thinking, sharing unique skills, and a broader vision to achieve a common goal.

Team members manage workloads as they discuss ideas, new methods, or different perspectives to find better solutions.

The conflict becomes an integral part of collaboration in the team as personal views can be called into question.

The key is to possess the tools to manage friction constructively and move all together toward the corporate mission.

Also, with more and more companies opening up to remote or hybrid work, prioritizing effective collaboration is more critical than ever.

Regardless of where team members are located, good collaboration is often the secret ingredient behind the success of any project.

8 tips for achieving team collaboration

Here are 8 tips for achieving positive team collaboration.

1.     Establish common goals

All team members must be aligned when it comes to goals so that they act following that vision. This requires that goals be clearly communicated, frequently reminded, and re-evaluated if necessary.

2.     Establish clear expectations

Once objectives have been determined, team members need to know what their obligations are so that they can focus on performing these tasks in the best way possible. This requires setting clear expectations and assigning roles and responsibilities, so there is no confusion. Moreover, the project manager needs to provide regular performance reviews. To this end, it can help to have certain leadership skills, which can also be acquired through specific corporate leadership training.

3.     Assess individual strengths

This point is related to the previous one: by knowing what each employee’s strength is, it will be easier to capitalize, assign the right tasks and, as a result, make progress as a team. In this way, the project manager can optimally delegate various tasks. It is also wise for the team to know the strengths of each colleague so that everyone knows to who they can ask for assistance in the case of a specific problem.

4.     Foster new ideas

Collaboration in the team should ensure a free exchange of ideas. A supportive and judgment-free environment will show employees that everyone can contribute to progress without fear. Creative conflict should be widely supported. This will make the team more likely to find better solutions during the debate.

5.     Delegate

When the project manager actively uses delegation, it simultaneously creates a platform for open communication and collaboration. Employees can ask questions, thus creating a trusting and more relaxed environment. If team members see that they can advance their careers through project management opportunities, they will be more motivated and enticed to have these learning experiences. The act of delegating will create a communication channel by offering employees the chance to work together on different projects and increase trust between each other and the project manager.

6.     Positive feedback

Positive feedback boosts employee morale and motivation. Whenever the project manager notices good examples of collaboration within the team, they should take the time to praise them. How? For example, through an e-mail to all employees or by mentioning this behavior during a meeting.

7.     Team building

Spending time with colleagues outside office hours doing other activities can increase bonding and collaboration. Team building activities are perfect in this regard, but possibly organizing a happy hour at the end of the workday can also have positive effects. The important thing is to refrain from forcing these events or planning them too often to ensure a good work-life balance.

8.     Using the proper collaboration tools

Especially in the case of hybrid or fully remote teams, using the right collaboration tool can make all the difference. Nowadays, technology offers many options thanks to instant messaging, video conferencing, etc. In addition to these, it is also critical to use the right project management software that allows everyone to stay up-to-date on project status and assignments in real-time.

A Collaborative Team Improves the Company

Building relationships and trust, sharing feedback and communicating clearly and regularly take time and effort, but the long-term results pay off.

This is an initial investment that helps create a solid collaborative foundation that can have a positive impact on the final outcome.

The data are clear: collaborative teams are more productive, and companies that know this invest time and resources in creating environments conducive to teamwork.

These environments are creative, open, and trusting; they are inclusive, praise individual contributions toward common goals; they value knowledge sharing and information transparency; and they invest in the tools and technology that make collaboration possible.

Good cooperation in the workplace enriches the employee experience, creating a domino effect of increased engagement, motivation, and collective innovation.

However, improving team collaboration is more than just a one-person job: it takes the whole team and the efforts of all employees to build it.

See how easy it is to create your work team with Twproject and keep each member constantly updated on the progress of the projects.

With Twproject you can assign different roles, entrust individual project phases to direct managers and keep everyone updated through the to-do tool. A more efficient work organization will help you strengthen collaboration within your team.

Try Twproject for free today: it is a detailed and efficient software that will help you better manage your work team.

Resource management is the process of determining what resources are needed, in what quantities, and when to use them to complete a project.

In addition, this process also helps predict the cost and timeline associated with a project.

Organizing these resources efficiently to ensure the proper execution of the work requires adequate planning.

This article will discuss 5 tips for creating a resource management plan.

What is a resource management plan?

A resource management plan is a program that guides how project resources are to be classified, allocated, managed, and released.

Here are some of the components of a good resource management plan:

• Resources include team members, machinery, equipment, and space needed to complete the project.
• Timing: keeping track of the time availability of each resource will give a better picture of how each can fit into the overall schedule.
• Quantity: quantity generally refers to physical resources and is yet another crucial element in planning work effectively.
• Assumptions and constraints: assumptions may include assumptions about employee availability, assumptions about work commitments, etc. Limitations relate to project schedule, cost, and scope.
• Roles and responsibilities: in order to avoid conflicts within the project, it is necessary to clarify the roles and responsibilities of each member working on it.

Why is the creation of a resource plan important?

1.     It helps achieve efficient planning of project resources

It is desirable to complete a project, but not having sufficient resources to carry out the work necessarily leads to gridlock, delays, and an impact on quality.

An intelligent resource plan helps the project manager anticipate all needs.

This way, it is possible to allocate a resource or consider hiring one if necessary.

2.     Minimizes project resource costs

An effective resource plan helps the project manager make data-driven decisions and implement the proper measures at the right time.

This way, all resources are allocated in the most cost-effective way possible, helping keep project costs to a minimum.

Likewise, efficient management maximizes the profitable use of resources.

 3.     Helps to deliver the project on time and within budget

The benchmark for successful delivery is meeting project deadlines and avoiding overbudgeting.

A good staffing plan helps the project manager periodically review project performance using forecast reports compared to the actual ones.

Regular monitoring will then lead to the achievement of project metrics such as customer satisfaction, improved quality, or increased brand loyalty.

Creating a resource management plan: 5 tips

Once you have seen what a resource management plan is, here are 5 tips for creating one:

1. Determine the resources needed for your project

Determining what resources are required to complete your project is the first step in drafting a proper resource management plan.

This information can come from knowledge of the project, understanding the goals and activities and comparing them with the skills of the resources, or using previous successful similar projects as a guide (lesson  learned).

2. Matching the right resources to the right tasks

Effective resource management means aligning project needs with the most appropriate resources.

It is crucial to ensure that the tasks set are aligned with the resource’s skills and that the resource has the time available to complete the assigned tasks.

To plan resources accurately, the project manager should consider not only what needs to be done with the current project but also all current or recurring projects that the same resource is engaged in completing.

3. Keeping track of the project’s progress

It is easier to fix a potential problem before it arises than to try to repair the damage that has already been done.

This means that the earlier problems in resource management are perceived, the easier it will be to find a solution.

The project manager must therefore keep an eye on the project throughout its life cycle, regularly observing and monitoring how actual performance compares with the planned resource allocation.

4. Make changes if necessary

In any project, it is important to expect that only some things will always go as planned.

A project manager must be ready to make changes and adjustments if the situation requires it.

5. Perform post-project analysis

At the end of the work, comparing the planned resources and planning with what was actually used is good practice.

These lessons help avoid mistakes in the future, especially in the case of similar projects.

In addition to reviewing reports, it is also useful to interview resources directly to get another perspective and see if they feel the project went smoothly or if they have any ideas for improving processes.

Resource management, therefore, requires real-time data to keep track of chttps://twproject.com/cost-management/osts and timelines spent to keep the project on track.

While spreadsheets can do a satisfactory job for simple projects, this can become very difficult in the case of more complicated projects.

Scheduling resources in this way can become virtually impossible when the team expands, and you start tackling multiple projects at once.

This is where good project management software becomes necessary.

This resource management tool provides relevant and timely information allowing the project to stay on track.

Resource allocation is a crucial step in project management. This is so important because, as is easy to realize, resources are limited by nature.

Therefore, it is easy to see how the success of a project is directly proportional to the appropriate allocation of resources, regardless of the industry.

Easier said than done, especially if you lack the tools for resource management. In this article we will discuss what this is all about in detail.

What is resource allocation in project management?

Resource allocation is about determining and planning your manpower, equipment, and facilities on the different tasks of a project in order to achieve your goals.

Resources in a project pertain to everything you need to accomplish it. Here are some examples:

• Human Resources: The team members, the eventual consultants, and freelancers who bring the various skills needed to carry out the project.
• Equipment/tools: from project management software to computer hardware, from the equipment for an industrial processes to specialist’s tools.
• Facilities: the environment necessary to carry out a project, such as an office or warehouse.
• Materials: these are the consumables needed to generate output. For example, office stationery or raw materials to build a house.
• Budget: the funds necessary to purchase any of the aforementioned resources.

The 7 steps for successful resource allocation in project management

Project resources may be fully, partially available, or unavailable.

Therefore, the project manager, or resource manager, must take this into account to make decisions that ensure the best use.

Here are the 7 essential steps to successful resource allocation:

Resource allocation: Creating a Project Plan

For starters, you need to split each project into multiple tasks and create their dependencies.

This process is known as the Work Break Down Structure, or WBS, and is the absolute minimum requirement for creating a project plan.

It is possible to have two activities run sequentially or in parallel based on their relationship.

The critical path within a project plan dictates the minimum amount of time required to complete the project.

Resource allocation is an integral component of this process because resources are allocated to each project activity.

Resource allocation: Understanding resource requirements for activities

Once the project has been broken down into the smaller activities, you will be able to identify the requirements needed for each resource.

Activities may require both human and non-human resources, depending on the nature of the work.

For human resources, you need to determine and assess skills and competencies.

Conversely, in case of non-human resources, you need to determine the specifications of the different equipment before assigning it to a task.

Resource allocation: Find available resources with a matching skill set

In this step, you need to determine the availability of a resource with the corresponding skills.

A project management software with resource management functionality can handle this step quite easily.

This kind of system also allows you to see in real time whether a machinery is available for use or not.

Allocate your resources efficiently!

In Twproject you find all the functionalities to monitor your resources and avoid bottlenecks

Try Twproject now!

Resource allocation: Closing the gap between demand and capacity using multiple channels

If there is no human resource with matching requirements, emergency resources can be hired or used.

Likewise, if some equipment is unavailable, it can be rented or purchased as per the respective strategy and budget.

Once the resources have been selected for the specific project, we proceed with the actual resource allocation process.

Resource allocation: Allocating resources according to demand

Once resources have been determined, they are assigned to specific tasks.

Unforeseen events are always around the corner, and it may happen that the resource assigned to a particular task, at the very last moment, is no longer available – for example, when a team member falls ill.

Especially, in the case of the most critical positions, the solution is to have a backup plan.

For example, if you employee is sick and isn’t available to work on the project, having knowing a freelancer who possesses the same, or similar, skills could save the day.

Resource allocation: Reallocating resources between projects as necessary

Resource reallocation may be necessary during a project lifecycle for a number of reasons.

A resource may present performance issues or, again, a resource with a niche skill may be required in another project with a higher priority.

In these cases, you should devise a resource reallocation plan so that the current project is not affected.

Resource allocation: Tracking and monitoring resource usage

You should monitor the performance of each resource to make sure you are following an effective resource allocation process.

The ideal situation is that no resource should be over/under-allocated or over/under-utilized.

Small companies could probably just monitor this using a shared calendar.

Larger companies, however, need a dedicated resource allocation tool.

Of course, the project manager’s experience plays an important role, but the use of good project management software can provide key support.

Ultimately, resource allocation is an essential part of any project.

Without it, project managers can define a project timeline of activities and milestones, but they cannot know whether or not those timelines will be achievable using the resources at hand.

Moreover, getting understaffed during a project can cause unnecessary anxiety and inefficiency.

Worst case scenario, poor resource allocation can even lead to project failure.

Conversely, having a sound resource allocation strategy can provide confidence, create a positive work environment, and head the project toward success.

Twproject includes the ‘Plan’ module that allows the creation of a customised schedule for the allocation of resources and working hours during the project, based on specific preferences

Read the interview with Cepi Silos and find out how they simplified processes by using smart allocation methods

Make use of the tips offered in this article and supplement them with good project management software. They will help you to efficiently allocate project resources and thus achieve your goals.

Knowing how to get the most out of your team is quickly becoming a major component. Companies are, in fact, increasingly dependent on good teamwork to achieve key goals and be successful.

In all teams there are “Achilles heels”. Team members who have poor skills may jeopardize overall productivity, and that’s where you need to take action.

There’s one thing that should never be forgotten. Whether you’re managing a remote team or group of people in an office, you must always bear in mind that the most effective people are the ones who are happy and feel supported by their leadership.

But how can you get the most out of your team? Let’s find this out in this article.

7 tips for getting the most out of your team

To make things easier, I chose to condense the key aspects into 7 specific tips. Try sticking to them and you’ll be able to achieve incredible results from your team.

1. Set the standard and lead by example

Teams cannot know the expectations if a manager does not share them.

Having a clear standard of excellence set allows everyone to know what is expected of them.

However, knowing what the manager’s expectations are will undoubtedly be of use, but it is far more useful and inspiring to see that manager lead by example.

It may sound trite and rhetorical, but a good leader inspires trust and admiration through what they do, not through what they say.

Pushing people all day long about what they “should” be doing doesn’t even come close to producing the results that come from simply leading by example.

A manager who strives for excellence inspires everyone around them to do their best by showing the kind of work ethic and dedication that the company expects.

2. Keep things managed

No team can truly thrive without guidelines. Even the wildest human being needs some form of guidance.

Even if you were to try to get rid of the rules, your team members would create new ones on their own.

So, it makes sense for the manager to analyze the situation and keep rules and things organized for the good of the team.

To do this, managers can use good project management software to list, track and manage tasks and goals.

With Twproject, after planning the project and assigning the resources, you can manage your daily work with smart and flexible ToDo lists.

Manage your project tasks!

With Twproject you can map all your resources’ activities, organize them by priority and delegate them to achieve your project’s goals.

Try Twproject now!

3. Acknowledge success

We all love being told we’ve done a good job and celebrating a big win or personal accomplishment backs that up.

It’s a simple way to build trust and inspire similar behavior in others. It may sound like a basic concept but in reality it is often forgotten.

Of course, it’s worth noting that people appreciate appreciation in different ways.

Some team members may be happy to be credited before the entire department, while others may prefer a private email or thank-you note for accomplishing their job well. Your call!

4. Communicate frequently and effectively

Project management also means managing people. Although a project may require little maintenance, team members still need to know that their manager is always there.

A good leader communicates and builds a connection with everyone by establishing meaningful relationships.

Team members should feel free to speak up and express their ideas. It may take a while for them to work up the courage, but a manager must always be willing to listen.Listen to them and encourage them to speak up more, this will create an open and trusting work environment.

We at Twproject have experienced that sometimes tools such as chat and discussion forums allow even the most timid to express themselves.

Twproject Chats are integrated into the project and saved in its history!

5. Listen

This point is strongly related to the previous one. Part of successful communication involves knowing how to actually listen.

Being an active listener helps not only to better understand the message of whoever is speaking, but also to build strong relationships.

It also helps create a culture of respect and transparency as employees and contractors will feel valued.

If you want to get the most out of your Team, don’t ever forget this crucial point.

6. Provide constructive feedback and stimulate growth

There’s no way to boost employee efficiency if employees don’t know they’re inefficient to start with.

This is why performance reviews and constructive feedback are crucial to achieving great results from your team.

Also, feedback by itself will often not be sufficient to cover up shortcomings or gaps. Actions will have to be triggered to help the employee improve.

For example, this could be attending a training course or being supported by a more experienced employee for a certain period of time.

Whatever the case may be, it is essential that the manager outlines achievable goals for future development.

If, as a manager, you can set the path to success and lead your team through it, the results achieved will be tangible.

7. Promote diversity

A team consisting of like-minded people with similar responsibilities might get the job done, but it is unlikely that they will thrive and bring innovation.

ADP has found that creating a diverse team actually improves employee engagement and leads to more effective work.

Although the project manager may not have the same powers as an HR director, they should still aim to bring diversity to their team.

Also, a good leader must recognize and leverage strengths and knowledge of each team member.

When a manager is aware of each person’s uniqueness, they can effectively use each person’s talents to achieve the best results.

Getting the most out of your team is somewhat like baking a cake: first you need to have the right ingredients (team members), which must then be blended in the right way.

Getting the most out of your productivity requires a well-composed and blended mixture.

Although there is no unique way to empower your team to be more efficient, the tips shared in this article will lay the foundation for a more productive environment. No team will be able to succeed if this foundation does not exist.

Organizing and supporting the project team’s work goes beyond the sole purpose of completing a project while meeting the established project plan, budget, and timeline.

The project team must be a functioning unit of individuals who share a common goal, and unity of purpose is essential to success.

However, a united team is not a given, and without an effective, aligned organizational structure, any mission may be an unrealistic goal.

Individuality, skills, and creativity are crucial components of a team’s dynamics. Keeping these qualities in check and moving forward as a team is a daunting task that a project manager must know how to accomplish.

So here are 9 tips for organizing and supporting the work of your project team.

How to Organize and Support Team Work

So let’s go through, point by point, the 9 key aspects of organizing and supporting all the men and women who make up our Project Team.

How to Organize and Support Team Work: Bringing the Team Together

When the project begins, the team may be new, and the members may know each other more or less well.

A project manager, especially with novice employees, can help the group with team-building activities that will help them transition into the “normalization” phase, where people begin to see themselves as actual team members.

Communicate and share information regularly

The project manager must use their leadership and motivation skills to inspire the team and get everyone in the same boat and rowing in the same direction.

Having regular meetings (and not just the kick-off meeting), planning things together, and holding a few brainstorming sessions can all be ways to support the project team’s work.

In short, it’s about keeping the team involved in the decision-making process and keeping them informed the entire time.

A successful project manager doesn’t just assign and delegate tasks but strives to explain the project’s end goal and how various activities contribute to achieving the goal.

Planning activities

After working with the team to prioritize tasks, it comes time to create an organized plan.

In other words, it’s about identifying which tasks are in whose hands and estimating a time frame within which they must be performed to achieve the main objective in a timely manner.

A project manager should have a clear understanding of each team member’s strengths and weaknesses.

Knowing this will allow you to delegate and plan tasks effectively.

Regularly review resource availability and required expertise

Once the activities have been assigned and planned as per the previous point, the work does not end there; in fact, it is necessary to continuously ensure the availability of resources and skills.

To effectively organize your team, you must pay attention to each team member’s skills and personal creativity and, above all, not overload anyone.

To ensure the process is working, you need to check in regularly with everyone involved to assess the pace and any unforeseen issues that might hinder the goal.

Ensure adequate training

The last thing a project manager wants to find out halfway through the process is that some team members cannot complete their responsibilities because they don’t know how to do so.

In addition to conducting a training needs analysis of the team and organizing courses as needed, it’s essential to provide ongoing mentoring and guidance to the less experienced to help them quickly become productive employees.

Provide constructive feedback

Providing constructive feedback to team members is one of the best ways to help them grow professionally and personally.

Regular “check-in” meetings can be held to assess the situation. The project manager has the opportunity to provide advice and feedback on how they feel team members are progressing and can grow further.

Provide rewards and appreciation

Often we focus only on providing positive feedback while forgetting how important it is for team morale and motivation to receive positive recognition, rewards or appreciation for good work.

Prizes don’t necessarily have to be cash, but even an official thank you in front of other team members or the entire organization can give you that extra boost.

In these cases, it is important to consider the individual’s personality: some people may prefer to appreciate in private, while others feel more valued if openly thanked in front of everyone.

Be flexible

A project may be subject to multiple revisions and, in turn, activities may also change.

Therefore, the project manager must help the team be flexible enough to make last-minute changes while still meeting the project deadline.

For everything to work, communication is critical.

Organize and support the team with good project management software

Using good project management software can greatly help organize the work of the project manager and that of the project team in general.

In a single place, the software, all the information and documentation of the project will be grouped, and it will be possible to see the situation and the status of the project at any time. In this sense, a good Gantt in the software will be indispensable.

Also, depending on the software’s functionality, it can send notifications of important deadlines, act as an internal chat and be the point of reference for any task.

By following these simple tips, organizing and supporting the work of a project team should be much easier.

In this way, project managers can develop accountability, trust, and a less hierarchical approach.

And here’s the last piece of advice: as a project manager, it’s essential to learn to trust the team until you have reason to believe otherwise.

Managing and boosting team productivity isn’t an easy task.

On one side, you want to maintain healthy motivational levels within the team, but on the other side, you still need to work hard towards organizational goals.

Sometimes, it doesn’t matter how hard you work, the results just never seem to happen.

Still, being productive doesn’t simply mean working extra hours – in fact, knowing you’ll be working late may even be an excuse to procrastinate and delay tasks.

But fear not! Regardless, you can still increase your team’s productivity and reap the rewards, also thanks to the 7 tips included in this article.

Boosting team productivity: Be realistic about your timeline

 How much time do you have on hand?

• What is achievable during this set time?
• How long does it take to accomplish the different tasks?

Answering these questions is the first step in boosting productivity. At times, you will fail simply because you are not realistic about your timeline.

Knowing how long it takes to do something and knowing how much time you have is critical.

Also, bear in mind that productivity is not static and every day you can be more or less efficient and focused on your work.

That is why it is important to allocate yourself some spare time in which you can catch up on tasks that have not been completed.

One example is to leave Friday afternoons free so that you have room to finish your work.

Boosting team productivity: Evaluate processes

Similarly to the way you re-evaluate and measure the time needed for each task, so should you evaluate and measure process efficiency (which are different from projects).

Sometimes, the way things are done is dictated by people who are not doing that work or perhaps those processes are based on old technology and old ways of working.

All of this can have a major impact on team productivity.

As you re-evaluate each process, it’s important to make sure you reconsider how things are done and not be afraid of change.

Also, it is critical to engage those people who are actively using those processes.

Boosting team productivity: Refrain from multitasking

We all run into a multitude of distractions during our workday that make us lose focus.

A typical example: you lose focus by even responding to a 2-minute email in the middle of another task.

Recovering that focus is what takes the longest and, in turn, makes you less productive.

You need to teach your team to focus all their energy and attention on the task at hand, forgetting, for the moment, about the rest.

Boosting team productivity: Prioritize and organize workload efficiently

Being well-organized is key to success, and having to-do lists is a sound organizational technique.

The project manager can help team members organize their workload by highlighting and establishing priorities.

There will always be lots of different things to do, but the trick is to prioritize and organize the schedule accordingly.

The way in which the project team is created will play a significant role in this. If you have picked the wrong people, it will be very difficult to organize them properly. Regarding this topic, you might be interested in this article on how to create a project team.

Boosting team productivity: Be self-aware

Being productive depends on self-awareness.

It is critical to teach team members to recognize when they are most productive and when they are doing the best work.

With this awareness, it is possible to organize the work, of the individual and the team, more efficiently.

In this regard, the project manager should be more flexible, meaning that not all tasks necessarily have to be completed while sitting in the office.

Some people, for example, when they need to listen to a video or need to make phone calls, might do so more productively while walking.

Each team member works best when they are given an environment where they are allowed to do things “their way,” obviously within limits.

Boosting team productivity: Give constructive feedback

It is also important that team members get constant feedback on their work.

True leaders understand how important feedback is, knowing how to provide it effectively and constructively.

Whether it is positive or negative, this must always be honest.

The project manager must be straightforward about what and why, providing objective examples and helping to envision the post-change future.

Similarly, feedback must also be positive in the case of tasks well done and small wins.

Appreciation is a core human need and is critical in any successful workplace.

All of this will help establish a culture of trust and personal growth as employees feel valued.

Boosting team productivity: Listening and understanding

Although this should be an automatic matter in every organization, it is actually still an issue that employees constantly face.

As a manager, it’s crucial to promote two-way communication, working to understand the needs of team members.

It’s also helpful to listen to any ideas they may have, because if employees feel sidelined, it will affect their motivation levels by having a negative impact on team productivity and efficiency.

Using these 7 tips means being aware of what to focus on and knowing when it’s time to loosen up.

Team productivity is like baking a cake where the right ingredients – team members – must be carefully picked and mixed in the right way.

Overall, there is no single way to make your team more productive; on the contrary, with small, consistent steps you can lay the foundation for a productive environment.

The experience of a project team working at high performance is very hard to forget. If you’ve ever been part of such a team, you’re sure to have fond memories of the experience.

In this type of team, a strong bond of trust is usually established. People work together cooperatively to achieve common goals, and often the project is even more successful than the project manager, and the client could have imagined.

Team member experience is undoubtedly a dominant characteristic, but it is not the only one. These types of teams generally have some key elements in common that make them effective, high-performing teams.

Among these features, we can find:

• Clearly defined objectives
• Clearly defined roles
• Open and clear communication
• Effective decision making
• Balanced participation
• Diversity acceptance
• Conflict management
• Positive work atmosphere
• Cooperative relationships
• Participatory leadership

But how to create an effective team?

The most important requirement for a successful project is choosing the team that will take on the work.

The set of skills brought by each individual on the team should add extra value to the team as a whole.

There are usually two things that need to be evaluated before selecting an individual to be part of a project team: first, what skills are needed to fill the position on the project team? And second, what skills and experience can this new member offer?

Each project has its requirements, and roles are chosen accordingly based on individuals’ experience, skills, knowledge, etc.

This is one of the most critical steps in project management: grouping efficient and effective professionals.

The steps needed to choose the right mix of individuals to create an excellent team are:

• Identify the goals to be achieved: Knowing the goals allows you to understand the parameters of the activities to be done, which in turn decide the type of skills and abilities required to successfully complete the project.
• Select team members: From a pool of people with different skills and experience, you must select those who have the specific skills required for the project. To build an effective team, focus not only on the skills that an individual team member must possess but also on the entire team’s skill pool.
• Optimize team performance: it’s not enough to build a team and delegate tasks to individuals. To get results, you need to calibrate performance and remind them that they need to work as one team to achieve the set goal.

The perfect team member

Available human resources affect project deliverability, i.e., the more knowledgeable and experienced members are, the more likely they are to successfully complete a project.

So, what should project managers look for when they want to find the perfect team members?

Here are some features:

• Team members should be disciplined and organized; this brings efficiency to the team.
• They should be great communicators who will listen and address concerns effectively.
• They should be objectively talented in their field.
• They should be resourceful.
• They should be proactive, meaning they should be able to take action on their own.
• And finally, they should have a total and pure commitment to the project and their role on the team.

What makes the team successful?

Once you’ve seen how to find the perfect members for an effective project team, however, there’s still one small piece that’s missing: the project manager.

The project manager is an integral part of the project team, so you need an extraordinary project manager to manage a group of skilled people who are committed to a single goal.

However, bringing together a manager who knows his stuff and a well-built project team doesn’t always result in a successful job; in fact, certain characteristics measure a team’s success:

• Team roles and goals should be clearly defined
• Participation by all members should be balanced and well-defined
• Communication among members should be clear and open
• Relationships among team members should be fully collaborative
• Diversity must be accepted
• The project manager should be fully involved in managing the task and its outcomes.
• Conflicts and stress should be resolved quickly.
• The overall atmosphere of the project team should be positive. A positive atmosphere leads to efficient working conditions, which in turn increases productivity.
• Finally, the use of technology will help implement all of the above features with unparalleled convenience. A good project management software tool that packs several features will allow you to stay on top of project tasks and manage your project team with precision.

In general, the organization of work within a project team requires special attention and effort.

Distributing roles and assigning responsibilities is the first step toward project goals.

Building a highly productive project team can seem challenging.

How to identify who the right person for the team is? How to distribute roles and make sure everyone understands their part? What if a group of great experts turns out to be completely dysfunctional?

While some of the knowledge that answers these questions is relatively intuitive, there are rules to follow that help create an effective project team.

Project management is one area where customized solutions can lead to success and a positive project team experience.

The development team in projects plays a major role in driving success. As you can guess, it is a key element in project management.

Speaking of project management, you might also like this article on how to choose a project management tool.

The ideal project development team motto might be “All for one, one for all!” and in this article we try to explain why.

However, what is the development team in projects?

But let’s start at the beginning. A Development Team consists of the project manager and the group of people who work together on a project to achieve their goals.

It is composed, essentially, by:

• the project manager;
• the di project management staff;
• by other team members who, while not directly involved in management, are still involved in project-related activities.

Basically, this is a team consisting of people with specific expertise in the subject matter or the skills required to accomplish the task involved in the project.

Development team roles

The development team in projects includes the following roles:

Project manager or head of project:

The project manager plays the major role in the project and is responsible for ensuring success and quality.

His job is to make sure that the project lifecycle progresses and is completed within the given schedule and approved project budget and at the same time achieves its goals.

A project manager is entrusted with various tasks and responsibilities such as:

• Project plan development
• Final results management according to the project plan
• Project team leading and management
• Deciding the working methodology for the project
• Establishing a project schedule and determining each phase
• Assigning tasks to project team members
• Provide regular updates to upper management

Project development team members

Project team members are essentially the staff members who are part of the team and work on the various phases of the project.

They can either be internal staff or external consultants and can work full-time or part-time; moreover, their roles may vary depending on each project.

Tasks of project team members can be summarized as follows:

• Help achieve the overall goals of the project
• Provide experience and knowledge
• Work together to establish and meet business needs
• Document the process

Project sponsor

The project sponsor is the driver and internal supporter of the project.

They are typically members of senior management, those who have a stake in the successful outcome of the project.

Project sponsors work in close contact with the project manager, legitimizing project goals and taking part in high-level planning.

Also, they often help to solve conflicts and remove hindrances that occur during the project lifecycle and sign off on approvals needed to move forward in each phase.

The duties of the project sponsor are:

• Making key corporate decisions for the project
• Approving the project budget
• Ensuring resource availability
• Communicating project goals to the entire organization

The 5 stages of the Tuckman model for transforming the project team

A project development team is comprised of people who possess unique characteristics and knowledge.

This is what a team is like: different personalities, different backgrounds, different knowledge and, in some cases, completely different languages, cultures and workplaces.

That said, it becomes obvious that having professionals available does not automatically mean having a team.

Therefore, in order to transform a random group of people into an established team, you have to work through what are known as “the five stages of the Tuckman model“.

1. Forming Stage

In this first stage, project team members meet for the first time.

This is similar to having an orientation phase where they learn about project information, goals, roles, and responsibilities.

During this stage, people look for leadership and authority.

A mistake at this stage can lead to problems that are unlikely to be solved afterwards.

2. Storming – conflict stage

The conflict stage is probably the most difficult and critical one to complete.

This is a period characterized by conflict and competition, where individuals’ identities begin to surface and differences over what needs to be done and how.

In cases of conflict, the project manager must take immediate action to avoid the creation of sub-groups that could lead to a disruptive climate.

To overcome this phase, team members, with the help of the project manager, must work to:

• overcome barriers,
• accept individual differences,
• overcome and work through conflicting point of views.

3. Norming – cohesion stage

If teams successfully move past the conflict phase, what emerges is a certain level of unity and thus we reach the cohesion stage.

Here, team members are no longer focused on individual goals, but instead look for ways to work together.

Team performance increases as people learn to collaborate and begin to focus on team goals.

Yet, harmony is precarious, and if disagreements reappear, the team may fall back to the conflict stage.

4. Performing – performance stage

In this stage, agreement and collaboration are achieved and the team becomes mature and structured.

Not all teams manage to reach this level; many teams stop at the previous stage.

A team in the performing stage is one that can perform independently and without constant supervision.

Also, problems and conflicts can inevitably occur, but they are resolved internally as the team is focused on achieving goals.

5. Adjourning – mourning stage

This stage is achieved as the process nears completion and most of the team’s goals have been completed.

The focus is on completing the final tasks and documenting the effort and results.

This is a fragile phase in which the project manager must make sure to keep the team’s focus strong; only once the project is finished the team can celebrate.

After that, team members can be assigned to new projects.

Bottom line: Having a strong project development team is more than just bringing together people with the right mix of skills.

The key is to create an effective and productive team that can communicate, cooperate and innovate in an atmosphere of mutual trust and respect.