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PMP · Question #418

A high-performing team member's performance has been consistently increasing over the past year, leaving other peers behind. The project manager has been reluctant to publicly recognize the team membe

The correct answer is D. Reward the high-performing team member privately to avoid team disruption. To retain a high-performing team member without demotivating others, the project manager should acknowledge and reward their contributions privately.

Submitted by stefanr· Apr 18, 2026People

Question

A high-performing team member's performance has been consistently increasing over the past year, leaving other peers behind. The project manager has been reluctant to publicly recognize the team member's contributions for fear of discouraging others. The project manager is also concerned that the team member may leave if not rewarded for the contributions made. What should the project manager do?

Options

  • APromote the higher performing team member to a higher position
  • BRequest the high-performing team member to mentor the other team members
  • CRemind the high-performing team member to focus on shared rewards rather than individual
  • DReward the high-performing team member privately to avoid team disruption

How the community answered

(35 responses)
  • A
    6% (2)
  • B
    14% (5)
  • C
    34% (12)
  • D
    46% (16)

Why each option

To retain a high-performing team member without demotivating others, the project manager should acknowledge and reward their contributions privately.

APromote the higher performing team member to a higher position

Promoting the team member might be a long-term goal, but it's not an immediate action for recognition and may not be feasible or appropriate at this exact moment without a formal role or position opening.

BRequest the high-performing team member to mentor the other team members

Requesting the high-performing member to mentor others, while potentially beneficial for the team, does not directly address the need for individual recognition and reward for their *past* exceptional performance.

CRemind the high-performing team member to focus on shared rewards rather than individual

Reminding the team member about shared rewards can be demotivating for a high performer who has exceeded expectations, as it diminishes their individual effort and value, potentially increasing the risk of them leaving.

DReward the high-performing team member privately to avoid team disruptionCorrect

Recognizing individual high performance is crucial for retention, especially when there's concern about the team member leaving due to lack of acknowledgment. By rewarding them privately, the project manager acknowledges their exceptional contributions without creating resentment or an unhealthy competitive environment among team members, thereby balancing individual motivation with team cohesion and preventing disruption.

Concept tested: Team motivation, individual recognition, managing team dynamics

Source: https://www.pmi.org/pmbok-guide-standards/foundational/pmbok

Topics

#Team Motivation#Recognition and Rewards#Performance Management#Team Dynamics

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