This document outlines the official company-wide regulations for motivating project managers in alignment with PMI (Project Management Institute) principles. These standards are designed to promote high performance, engagement, and long-term professional development across all project teams.
1. Alignment with Organizational Purpose
All project managers must understand how their work supports the organization’s strategic objectives.
The PMO and project sponsors are responsible for ensuring project vision is clearly communicated during initiation and throughout the lifecycle.
2. Recognition and Reward
Project managers will be recognized for successful delivery and leadership behaviors.
Recognition may include:
- Verbal or written praise
- Performance bonuses
- Awards and certificates
- Public acknowledgments in team meetings or company updates
3. Autonomy and Responsibility
Project managers will be granted the authority to manage their teams and deliverables independently within defined parameters.
Goal-focused leadership is encouraged over micromanagement.
4. Safe Environment for Feedback and Learning
A psychologically safe environment must be maintained.
- Mistakes are viewed as learning opportunities.
- Feedback loops (e.g., retrospectives, reviews) must be constructive and regular.
- No punitive actions shall be taken for honest reporting of risks or issues.
5. Professional Development Support
Project managers are entitled to continuous learning opportunities, including:
- Access to training and conferences
- Certification support (e.g., PMP®, PMI-ACP®)
- Mentoring and coaching programs
- Stretch assignments for skills expansion
6. Defined Roles and Clarity of Expectations
Every project manager must have:
- A clearly defined role
- A RACI matrix or equivalent
- Documented scope of authority and reporting structure
Expectations should be revisited when scope or organizational priorities shift.
7. Team Collaboration and Belonging
Project managers will be involved in cross-functional collaboration and empowered to build inclusive teams.
- Transparent communication is expected.
- Team-building activities should be planned regularly.
- Trust-based working relationships are a priority.
8. Wellbeing and Sustainable Work Practices
- PM workloads should be reviewed periodically to avoid overload.
- Leaders must support healthy work-life balance.
- Extended work hours should be the exception, not the norm.
9. Leadership Through Example
Project managers must lead with integrity, professionalism, and accountability.
They are expected to embody company values in all project-related communications and decisions.
10. Personalization of Motivation Tactics
Supervisors should understand what motivates each project manager individually.
Tailored engagement approaches are encouraged—for example:
- New challenges for achievement-oriented PMs
- Recognition for those driven by praise
- Stability for those who value clear structures
11. Compensation, Wages, and Performance Bonuses
- Project managers must be compensated competitively based on experience, certification level, and project complexity.
- Salary bands should be regularly benchmarked against market standards.
- Annual reviews will include evaluation of both results and leadership behaviors.
- Performance-based bonuses are to be awarded for:
- Successful delivery of high-impact projects
- Exceptional stakeholder satisfaction
- Innovation or cost savings initiatives
- Long-term incentives (e.g., stock options or project completion bonuses) may be considered for strategic or multi-year programs.
Implementation and Oversight
These regulations are managed jointly by the PMO and HR departments.
They will be reviewed and updated annually or as needed based on feedback and organizational change.
