Reporting Project Progress and Performance

Project stakeholders often require information about how resources are being used to achieve project objectives. This information is provided through performance reports.

Performance reports summarize project activity progression by comparing your project's performance to its schedule baseline.

Performance reports come in many shapes and sizes. From a time management perspective, the obvious reporting format to use is a graphical representation of project performance. The four most frequently used graphical performance reporting formats are the: Gantt chart, S-curve, histogram, and table.

• Gantt chart - A Gantt chart displays schedule-related data. The dates are shown across the top of the chart to illustrate the time line.
• S-curve - An S-curve displays cumulative costs, labor hours, or other quantities plotted against time.
• Histogram - A histogram is a bar graph of a frequency distribution. The bar width represents the division of each variable into task duration. The height is relative to the number of resources required.
• Table - A table displays semi-processed numerical data for a minimum of two variables. Data is relevant to an individual project's needs.

Each company should determine which format works best for projects, in terms of time and information required. Therefore, the format one company uses may not be an appropriate format for another company.
A reliable reporting system helps to ensure that projects progress according to plan. It can help determine when corrective action is necessary. The reporting system provides:

• regular, accurate status updates
• concise, easily understandable information
• potential problem forecasts.

Performance reports can be presented in various ways, depending on the intended purpose, the content to be included, and the frequency required. Four types of reports that vary in detail and timelines are: current, cumulative, exception, and green-yellow-red reports.

Current reports
Current reports document progress solely on those activities scheduled for work during the reporting period. Reports show activity highlights and any variances from a project's plan. Follow-up on current reports should provide project details, including reasons for variances and a recommended corrective action plan.

Cumulative reports
Cumulative reports examine the project's history—from start-up to the end of the current reporting period. Cumulative reports display trends in project activities that, over several periods may exhibit improvements or chronic problems.

Exception reports
Exception reports are high-level summary reports submitted to senior management. Sometimes these reports are followed by an additional report if more detail is required.

Green-yellow-red reports
Green, yellow, and red reports are very simplified versions of performance reports. These reports get the intended point across with a minimum amount of reading required.

• Green reports - Say that everything is going according to project's plan.
• Yellow reports - reveal a schedule slippage with a corrective action plan.
• Red reports - indicate a project is out of control with no action plan in place.

AC Technology is a computer company that has just reached the half-way point in its newest project. It is designing an operating system that includes its own anti-virus component. Using a cumulative reporting system allows the team to look back and see that the first quarter showed a slight schedule slippage. A corrective action plan was set up to try to offset this problem. Now, the project has reached the end of the second quarter and the reports are showing that this trend has continued. AC Technology must look very seriously at its current corrective action plan and make adjustments to bring this project back on track.
Comparing project performance to the schedule baseline will be easier once your company selects the most appropriate performance reporting format and method of presentation to meet its needs.

Understanding Communication Strategies

Many employees are expected to argue for themselves in order to promote the organization's interests through their own department.

But how do you monitor the strategies these people use to argue for their interests?

You can encourage people to use communicative strategies to resolve conflicts. You can also stress the importance of avoiding contentious strategies that result in division. To do this, considers these points:

• rules for open communications
• conflict-resolution methods
• avoiding contentious strategies.

Rules for open communications
When you hire someone for your department, or when meetings start to get out of hand, you could bring up a series of basic rules for open communication. These are communicative strategies. The following provide more about the elements of open communication:

• I statements: When discussing your feelings about an emotional situation, use statements such as, "I feel this way when this happens." It's non-accusatory and expresses what you feel.
• willingness: People on both sides of a disagreement need to indicate their willingness to resolve their differences.
• listening: Everyone needs to hear the speaker and acknowledge through verbal and nonverbal means that he or she is listening.
• restating: When it's your turn to speak in reply to what someone else has said, restate what you believe you heard him say. This helps eliminate misunderstandings.
• agreements: It's also important to point out what interests you have in common with those you disagree with. This sets an optimistic tone for possible agreements.
• requests: It's divisive to ask someone to stop doing something you don't like; however, it's OK to request a change of behavior, especially if you suggest alternatives.
• consistency: Be consistent with your verbal and nonverbal message.
• word choice: Be careful with the words you use when describing negative feelings. Try to choose noninflammatory language and tone down your emotions.

Conflict-resolution methods
There are other strategies you can use, but these strategies should be used as a last-resort tactic, when nothing else has worked. These strategies lie somewhere in between communicative and contentious.

The following provide more about these strategies:

• Giving in is an acceptable strategy when you won't suffer long-term harm. It can be an effective bargaining chip that lets you move on to a more important point.
• When it appears that a conflict is about to escalate, it's OK to break off or even give up on trying to resolve it.
• Avoiding a problem can be OK if time will take care of it. This is a difficult decision to make.
• In emergencies, when quick and decisive actions must be taken, when you must implement an unpopular decision, or when someone is playing games with you, it is OK to be abrupt.

Avoiding contentious strategies
It is very important to point out to the people in your group what you consider to be contentious strategies. The following provide more about these inappropriate tactics:

• Sometimes, when people try to become your new best friend, and flatter and compliment you, they may be trying to get you to make a decision against your interests.
• Inducing guilt is an inappropriate way to get someone to change her mind.
• Gamesmanship is the use of maneuvers that further your own position over others.
• Another contentious tactic is the use of threats.
• Side issue remarks are derogatory comments directed at your opponent.

To resolve a conflict with an employee, it's important to use appropriate communicative strategies and avoid contention. You should show willingness and consistency in resolving a conflict, use I statements and proper word choice, listen to and restate a message, find common ground and request a change of behavior.

If these strategies do not work, you should then use an appropriate last-resort strategy.