Group norms are the set of informal and formal ground rules that specify how people interact. The rules help members of the group determine how to behave. Advantages of clear ground rules within teams:
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Every team has rules, but few are intentionally crafted. This could have a negative impact. For example:
Setting up norms is easiest when the team is first created. It may take a special meeting at the start, but it saves time and diminish problems down the road.
Shifting group norms in an established team is possible, too. Cultivate positive behavioral expectations on high-functioning teams.
Creating norms requires the buy-in from most of the team members, including leadership.
The entire team needs to be engaged in the process for it to work very well.
When managers don't provide clear direction, employees will fill in the details with assumptions. However, what managers require may differ greatly from what the employees think their managers expect.
To avoid confusion, write down straightforward objectives and guidelines that are measurable and achievable. Then have a share-out of each person's honest opinions, so everyone has an idea of what is working and what is not. Decide on only three changes to implement at a time.
Group norms are most effective when everyone follows them. If everyone agrees to the norms laid out, it will be easier to hold each other accountable.
It is important to post your norms somewhere visible and refer to them often.
It's normal to expect that these rules will be bent or broken. The transition from unspoken to written norms can be smoother when it is decided in advance how to deal with the offense.
If you don't call attention to that norm, you inadvertently create a second set of norms. If a rule is expecting everyone to be on time and you don't point out when someone oversteps that norm, you're saying that it's not that important to be on time. Peer-to-peer enforcement with some humor is an effective way to enforce the norms.
They are not commandments set in stone.
It is valuable to continue to revisit them and change them as the team grows. Scheduling a meeting at regular intervals to provide feedback on the norms keeps the positive momentum going.
Google researchers found that the ability to take risks in a safe environment was at the top of the list of group norms and made for happier, high-performing teams.
This stage of teamwork is all about first meetings and first impressions.
What everyone needs most is a clear understanding of their part in the journey and a setup for building emotional connections. Setting goals together puts their skills and interests into the open.
Hybrid companies function best when the entire company is optimized for remote work. Successful hybrid teams set up processes to help their remote workers thrive alongside their office teammates.
Leadership must acknowledge the various challenges remote workers face and create solutions. Create a remote work policy that keeps remote workers and contractors from feeling like second class team members. Remote workers should feel fully connected and not missing a thing.