Use team norms to make expectations explicit so people don’t have to guess how to operate together.
What are team norms?
They’re short, clear agreements about how we communicate, decide, and handle conflict. They remove friction and speed up collaboration.
If there’s one constant many of us are experiencing at the moment, it’s change. Whether it be process changes, new technology (A.I.) or staffing changes and turnover, these are unprecedented and challenging times for leaders.
There is one relatively simple step leaders can take to help employees stay engaged and focused amidst ongoing flux. Establishing team norms is essential for creating a cohesive and productive work environment, particularly during times of change, churn, and turnover. By definition, team norms are the shared expectations, habits and standards for behavior and communication that help team members understand how they should interact and work together. Establishing clear and well-defined norms can help teams navigate the challenges of change and turnover and maintain their effectiveness and productivity. When trying to create stability amid shifting sands, establishing norms provides teams with something to hold on to — and reinforces the things that will not change, which can be very grounding for employees.
In this article, we will discuss the importance of establishing team norms and provide strategies for creating and maintaining effective team norms.
The Value of Establishing Team Norms
During times of change, churn, and turnover, teams can become disrupted and disorganized, leading to decreased productivity and morale. Establishing team norms can help mitigate these negative effects by creating a sense of stability and predictability for team members. When team members know what is expected of them and how they should interact with each other, they can focus on their work and be more effective in their roles. In addition, team norms can help new team members integrate more quickly and smoothly into the team, reducing the negative impact of turnover.
Effective team norms also promote collaboration and trust among team members. By establishing clear expectations for communication and behaviour, team members can avoid misunderstandings and conflicts. This creates an environment where team members feel comfortable sharing their ideas and opinions, leading to more effective problem-solving and decision-making. As a result, teams with well-established norms are often more innovative and efficient than those without.
Strategies for Creating Effective Team Norms
Creating effective team norms involves a collaborative effort among team members. Below are some strategies that can help teams establish norms that are effective and sustainable:
Involve all team members in the process:
When creating team norms, it is important to involve all team members in the process. This can be done through brainstorming sessions or team meetings where members can share their ideas and perspectives. By involving all team members, team norms can be more comprehensive and representative of the team’s collective values and goals. The current team I work with created some team norms without leadership involvement, which have stuck despite having leadership changes.
Keep norms simple and specific:
Effective team norms should be simple and specific, so they are easy to understand and follow. For example, a norm such as “We will always respond to emails within 24 hours” is more specific and actionable than a norm such as “We will communicate promptly.” Sometimes even maintaining consistency of team meetings and the agenda format help to create a feeling of familiarity amidst change.
Incorporate some ‘fun’ team norms:
Fun team norms can help create a positive and enjoyable team culture, which can lead to increased morale and productivity. However, it is important to balance fun team norms with more serious norms that support the team’s goals and objectives. Effective team norms should be a combination of both fun and serious norms, designed to promote a productive and enjoyable work environment. Fun team norms are norms that promote a positive and enjoyable team culture. Some examples might be:
- Quarterly celebrations with the team
- Celebrating birthdays
- Share successes and wins at the beginning or end of every team meeting
- Hold regular team-building events, such as potlucks, game nights, or outdoor activities
- Use a team mascot or symbol that represents the team’s values and goals
- Establish a “compliment corner” where team members can write positive notes or compliments about each other and post them in a visible location
Consistently reinforce norms:
Once team norms have been established, it is important to consistently reinforce them through regular communication and feedback. Team leaders should model the desired behaviour and provide constructive feedback when norms are not being followed. Regularly discussing team norms in team meetings or during performance reviews can help keep them top of mind for all team members.
Continuously evaluate and update norms:
As teams evolve and adapt to changing circumstances, it is important to continuously evaluate and update team norms. This can be done through regular check-ins with team members or through formal assessments of team performance. By regularly evaluating team norms, teams can ensure that they remain relevant and effective in achieving the team’s goals.
Conclusion
Establishing team norms is an essential part of creating a cohesive and productive work environment, particularly during times of change, churn, and turnover. Effective team norms promote collaboration, trust, and innovation among team members, helping teams navigate challenges and maintain their productivity and effectiveness. By involving all team members in the process, keeping norms simple and specific, consistently reinforcing norms, and continuously evaluating and updating norms, teams can establish effective and sustainable norms that support their goals and objectives.
References:
Edmondson, A. (2012). Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy. John Wiley & Sons.
Elfenbein, H. A., & Eisenkraft, N. (2010). The role of team norms in workplace diversity training.
Steps for leaders to run their own team norms session
- Collect input. Ask the team what helps them do their best work and what gets in the way.
- Draft 6–10 norms. Keep each norm actionable and specific.
- Pressure test. “Would this help in a tense situation?” If not, rewrite it.
- Publish and practice. Put norms where people can see them and refer back in retros and 1:1s.
Example norms
- Assume positive intent; ask before concluding.
- One owner per decision; document who, what, when.
- No meeting without an agenda and desired outcomes.
- Disagree in the room; align once the decision is made.
- Raise risks early; no “I knew it” after the fact.
Roll-out agenda (45 minutes)
- Purpose and outcome (5)
- Draft norms review (15)
- Edit and commit (20)
- Next steps and owner (5)
Keep them alive
Revisit norms quarterly. Add, remove, or refine based on what’s actually happening.