Question 138

Promote the higher performing team member to a higher position.

Promoting the high-performing team member to a higher position acknowledges their contributions and incentivizes their continued commitment to the team. This action can also help retain top talent and motivate others to elevate their performance.

A) leaving other peers behind. The project manager has also concerned that the team member may leave if not rewarded for the contributions made. What should the project manager do?

This option does not provide a proactive solution to the situation. While it acknowledges the concern of the project manager about the high-performing team member potentially leaving, it lacks a specific action plan to retain them or leverage their strengths within the team.

B) Request the high-performing team member to mentor the other team members.

Although mentoring could be beneficial for the team overall, this option does not directly address the need to reward the high-performing team member for their individual contributions. Without recognition or promotion, the team member may not feel valued, which could lead to dissatisfaction.

C) Remind the high-performing team member to focus on shared rewards rather than individual rewards.

Focusing on shared rewards might diminish the motivation of the high-performing team member. This approach overlooks the importance of individual recognition for exceptional performance and could lead to feelings of undervaluation in a high achiever.

D) Promote the higher performing team member to a higher position.

Promoting the high-performing team member is the most effective way to recognize their contributions and ensure their continued engagement with the team. This action not only rewards their hard work but also sets a standard for others, encouraging a culture of high performance.

E) Reward the high-performing team member privately to avoid team disruption.

While private recognition may seem considerate, it lacks the public acknowledgment that can inspire and motivate the entire team. Furthermore, it may not effectively address the high-performing member's potential need for career advancement or new challenges, which are better served through promotion.

Conclusion

Promoting the high-performing team member is the definitive answer as it directly recognizes their contributions and addresses the risk of them leaving the team. Other options fail to provide adequate motivation or recognition, which are crucial for maintaining high morale and performance within the team.