In the United States, where personal achievement is a significant factor in determining success, many corporations have integrated formal systems used to reward or reinforce positive behavior and exceptional performance.

Rewarding individual performance in a team environment, as is often the case with project management teams; however, is easier said than done. When a team is working to accomplish one ultimate goal, it is often difficult to tie one individual's personal performance to the augmented merit of the team as a whole.

Regardless, some form of reward and recognition system should certainly be considered by organizations who wish to maintain individual, competent workers, including great project managers.

The purpose of these rewards is to motivate the project manager, and the team alike, to perform to the best of their abilities. Compensation for exceptional work is more often than not welcomed among team members, and usually, rewards will work to boost the level of individual or team morale by recognizing and emphasizing individual and collective strengths.

Rewards can be delegated in a variety of forms, although many organizations choose to use monetary rewards such as pay increases, or additional vacation time for overtime work devoted to project completion. Project managers should be forewarned, however, that recognizing a team member for working overtime due to poor planning is usually not effective.

Overall, it is often best to reserve rewards and recognition for the period of time after a project's completion so that no animosity, which can negatively impact team performance and delay a project's close, can occur.

Learn more about this author, Krystle Hernandez.
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