The workers are not performing as well as they might if put under more pressure
The workers are not performing as well as they might if put under more pressure.† Pressure helps keep workers focused on the goals.
The question of how much pressure to apply on a team is one where there are no right answers, because different people react to pressure in different ways, and all have their own optimum levels that may change with time.† Too much pressure can result in BurnedOutWorkers, too little can result in ComplacentWorkers. †In general, the solutions are the same, to apply the right amount of pressure and distribute it evenly.† See also SlackResources.†
Allow the workers to SizeTheSchedule, and thus have some control over the pressure they are under.† Localised slackness is possible, where a few workers bear most of the burden, so DistributeWorkEvenly to avoid localized slackness.† Communication can also add pressure, and needs to be distributed evenly.† To avoid localized communication starvation, arrange for there to be ThreeToSevenHelpersPerRole.† Where the schedule cannot be tightened owing to external constraints, consider allocating more time to transfer of skills; some of the solutions to LackOfExpertise may be pertinent in this case.
Modern approaches aim for a SustainablePace, and fit the schedule to this pace. The PlanningGame tailors the schedule to the teamís sustainable velocity, and gives a basis for projecting future delivery dates, by application of variants of CompletionHeadroom, soon enough to detect schedule problems.† Where DevelopingInPairs it becomes easier to DistributeWorkEvenly and transfer the skills that are initially concentrated in the few key workers.