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Let's recap on what we have so far:
Some of these would lead you in to the trap and will result in project failure as you will not be able to finish on time. Adding more muscle or resources might work to an extent, but has anybody thought about the project logistics. Adding more troops or plant on to the project/site might significantly slow the project down instead of speeding it up. Also, project costs are going to sore sky high. Same applies to monetary incentives, the man can only do what's physically achievable and no more. Motivating and training employees again is a good way forward, but more of a long term solution and will not help answering your immediate project needs. Good skilled people might increase the speed a little as they are more experienced in the field, but again they are going to cost you more. Is your company going to achieve their profit margin?
So, if you can mediate the time issue by adding extra guy on the site, by all means go and do it. However, this is the fine line of failing and succeeding, and projects should not be a gamble (well, at least for the site managers), because it might affect the whole supply chain down the line. That's there the real insight and proficiency comes in, and being able to recognise a little problem from the real issue. What usually happens in the end, is one party trying to hide an issue thinking he is going to resolve it until it is too late. This of course might happen for various reasons, such as: incompetence, recognition, political reasons, profit.
The project success will significantly be determined by open communication, mutual understanding of aims and objectives of each party, as well as, willingness to work as a team in finding solutions. Projects are seldom an accurate estimation in time, cost and quality. As economic, political and legal conditions will change during project existence. Hence not achieving your targets might not be a simple bad luck or mistake. There might be more complicated and few underlying causes.
Long story short, get the main project team together, address the issue and see how this will affect other parties and how can this be resolved as soon as. The banks are prepared to provide finances, but only to certain extent and until it is feasible. Once finances are locked, we can all simply go home and start pointing fingers at each other looking for someone to blame.
You definitely need to add more resources.
First thing first, stuck with the basic -
“A Happy Worker is a Productive Worker!”
Getting high efficient job performance from your employees depends on giving employees opportunities for their personal growth, achievement, responsibility, recognition, and reward.
Pay - money - is the primary need and reward. Once the compensation (pay and benefits) is established properly, it is necessary to use other means to further motivate and improve your work force's output. The basis of all job enhancement efforts is your recognition of employees' desire to do good work, to assume responsibility, to achieve and to succeed.
Changes to consider in creating a new quality of work life atmosphere include:
From: detailed job descriptions with specific tasks and rigid instruction for how to do the work
To: Flexible, diverse work assignment allowing self-regulation, variety and challenge;
From: Structured chain of command, managers making decisions and supervisors bossing
To: Worker involvement in planning, decision making and operating procedure;
From: Hierarchical channels of communications;
To: Direct, fast two-way communication
From: Limited on-the-job instruction
To: Advanced training, educational and career development opportunities;
From: Job specialization in one task
To: Leeway allowed for every employee to complete many task by crossing lines of specialization;
From: Obscure, irregular job evaluations
To: Objective job performance standards with measures fairly administered;
From: Careless or neglected safety and health conditions;
To: Clean, safe and healthful working conditions.
The efficiency of work life technique is to involve your employees by sharing the management responsibility and authority with them - the workers who do the job.
I am mentioning two scenarios:
Before Purchase:
Before purchasing decision, you need to prepare specifications based on your perceived quality and speed (efficiency) or capacity. This is a key in any purchasing decision. If the quality is good but speed is low, then you should try next alternative with higher speed, which would be a bit costly.
Example:
Buying a DeskJet printer: The low end DeskJet printers are of good quality (Say DPI -) but come with low speed (4 to6 pages per min) as these are designed for home use only. If you wants use in office, you have buy DeskJet (or even LaserJet) with similar quality (say DPI-) but with higher speed ( / pages per minute) and certainly, the higher model with higher speed would cost you more.
After Purchase:
You have already purchased and now not satisfied. So, I would say, you did not consider your perceived need or required specifications before purchasing. Now, If possible try to return and get a new one which will serve your purpose with speed but you shall have to pay additional amount.
A single job can be handle either by muscle or brain or both. If a job need muscle definitely you need a helping hand, since two is better than one. If a job need brain you need a skilled technician with a craftiness. If you need both type of men add as per your schedule. If you think that existing number of workers potential is bit more to be utilized you can provide them motivation and training. If they are working on their full capacity then you need to add more skilled workers.
Speed and efficiency is linked with training and motivation. If the employees are not motivated enough, we can not achieve good efficiency.
