You Hired the Wrong Project Manager/Team for Your Website

Let’s face it: sometimes hiring decisions don’t go as planned. You begin full of optimism, only to realize the project manager and team aren’t what you expected. If you’re disappointed with how your website development is going, here’s a guide to moving forward.

Begin this step by maintaining composure and conducting an objective assessment of your website’s current status. Utilize a practical checklist to guide this evaluation. For example, verify that the homepage loads correctly, confirm that navigation menus direct users to appropriate pages, test key features such as contact forms and shopping carts, and ensure that all expected pages—including About, Services, and Contact—are accessible. The purpose is to clearly determine whether the site is live or remains in development, and to identify its precise stage within the project timeline. Systematically document any observable issues or progress, such as missing functionalities or completed sections, to establish a factual basis for subsequent decisions.

Make a detailed list of specific problems you observe, such as missing features, navigation issues, or inconsistent branding. For example, you might note that the contact form does not submit user inquiries, the menu redirects users to incorrect pages, or the site’s color scheme differs from established brand guidelines. Be precise in your observations.

After completing an objective assessment of the situation, the next step is to move from evaluation to action. To clearly mark this transition, begin by linking your assessment findings directly to the actions you plan to take. When communicating these concerns to the project manager and team, anticipate that some individuals may resist critical feedback or be reluctant to acknowledge identified issues. Address this potential resistance constructively by presenting your findings with concrete examples and emphasizing a shared commitment to improving the project. Invite open discussion to understand their perspectives, and, if necessary, collaborate on solutions that address any concerns they raise. This approach ensures that your assessment not only identifies problems but also facilitates effective dialogue and initiates the steps needed to improve the project.

Prepare to meet the project manager. Develop balanced feedback by recognizing their contributions, articulating your concerns clearly, and specifying the changes you expect. For example, a sample conversation transcript might include:

Project Manager: ‘Thank you for meeting with me. How are you feeling about the project so far?’

You: ‘I appreciate the effort your team has put into developing the homepage and setting up the core navigation. However, I am concerned about the incomplete shopping cart feature and the inconsistent branding. I would like to see these issues addressed, with a revised project timeline and weekly progress reports. Can we discuss how these changes can be implemented?’

Using a transcript in this way clarifies how to deliver feedback constructively and set measurable expectations.

Use humor tactfully to reduce tension in the conversation, as well-placed humor can ease interpersonal dynamics and create a more open environment for constructive dialogue. However, maintain a focus on sharing clear, actionable feedback and setting measurable expectations for change. For example, you might say, ‘I see our navigation is a little like a maze right now—maybe we’re going for an adventure theme? In all seriousness, I would like us to streamline the site menu by next week to improve user experience.’ In this way, humor helps diffuse potential defensiveness while keeping the conversation focused on addressing concrete issues and establishing specific, measurable goals.

If the fit is not right, initiate a structured search for a new project manager or team. Establish concrete selection criteria, such as a minimum of 3 years of relevant project management experience, demonstrated quality through a portfolio of successful website launches, and strong communication skills, as evidenced by client testimonials and clear reporting practices.

Keep hiring discussions focused and serious. Maintain team morale with appropriate humor when needed, but prioritize thorough candidate evaluation.

If you must terminate, adhere to a clear, professional process that incorporates all relevant legal and human resources (HR) considerations. Consult employment contracts and applicable labor laws to ensure compliance, and coordinate with HR professionals to oversee proper procedures. Ensure all communication is documented, detailed, and respectful throughout to protect the interests of all parties involved.

A civil approach can help make the transition simpler.

Select a team that demonstrates a thorough understanding of your organizational vision and the specific objectives of your website project. In addition to verifying the team’s technical proficiency and established communication protocols, evaluate their ability to align their working style and collaborative approach with your organization’s values and expectations. For example, during interviews, ask a concrete question such as, “Can you describe how you have incorporated stakeholder feedback into your web development process in past projects?” This approach helps gauge whether the team emphasizes transparent communication and iterative feedback. If your organization prioritizes these qualities, ensure the team holds regular progress meetings and actively solicits stakeholder input throughout the development process. This alignment is crucial because it facilitates smoother workflows, stronger partnership dynamics, and ensures that project outcomes reflect both technical excellence and strategic intent. By prioritizing these dimensions of team fit, you increase the likelihood of achieving both immediate project goals and nurturing sustainable, productive professional relationships.

Ask exactly how they communicate project status and progress. Ensure their tools and methods align with your style and expectations. Ask about their approach to timelines and meeting goals.

 

Nailing the right vibe now will set the mood for your future collaboration and results.

Once you’ve hired a new team and your website is back on track, recognize your team’s progress.

 

Recognize the progress achieved and remain focused on future milestones.

Navigating hiring missteps can be difficult, but a positive attitude, honest communication, and adaptability support effective resolution. In summary: assess the project objectively to determine strengths and weaknesses; communicate concerns and expectations clearly with the current project manager and team; if necessary, search for a new team using clear selection criteria and thorough evaluation; manage transitions respectfully and professionally; select a team that fits your organizational culture and project goals; and finally, acknowledge progress to encourage further growth. By methodically following these steps, you can actively regain control of your project and lay the foundation for future hiring success.