So, you’ve found yourself in the role of a team lead, and after realizing that trying to align your team on values is like herding cats—very opinionated cats—you’re ready to bring some order to the chaos. Enter: the "Team Values and Norms" document. Think of it as your team’s collective moral compass, only with fewer pirate metaphors and more discussions about Slack etiquette.
Why Create This Document?
The goal here is simple: unify the team. While you could spend hours lecturing everyone on what should matter to them, the smarter (and more effective) approach is to ask your team privately—yes, one-on-one—what values are important to them. They’ll practically write the document for you. You’ll gather their input, throw it into a central document, and voilà! Instant clarity.
This living document sets expectations for how to work together. It’s like an instruction manual for team dynamics, minus the technical jargon and ridiculous diagrams that don’t make sense.
The Key Elements: A Refined Look at Team Values
Let’s walk through what this "Team Values and Norms" document might include—along with a few extra thoughts on why these norms matter:
1. Respecting Others
Keep it friendly. You should feel comfortable with the people you're working with. After all, you’re stuck with them for hours each day—so it helps.
Trust matters, and so does actually
listening
to others’ opinions and ideas. It's easier said than done, but that’s part of the magic.
Criticism is fine—as long as it’s constructive. If not, please keep it to yourself until it becomes helpful.
Communication style is important. We’re not all stand-up comedians, so be mindful of how you’re coming across. And yes, correct pronouns
are
important.
Patience with responses. Immediate replies? Ideal. Reality? Well, sometimes slower than your coffee machine. Generational and cultural differences play a part—so be understanding.
Equality is non-negotiable. Respect people regardless of gender, sexual orientation, religion, planet, or species.
Professional growth is a right, not a privilege. Keep everyone looped in on opportunities to grow, and be fair about it.
2. Professional Development
Teamwork makes the dream work. Help each other with problems, whether it’s a nasty bug in the code or the lunch order going wrong.
Sharing is caring—knowledge sharing, that is. And remember: no one grows alone. A manager’s job is to design growth paths for everyone. Yes,
everyone
.
Safe to ask questions. No one likes feeling like they’ve asked the “wrong” question. Let’s ensure we don’t create that vibe.
Allocate time for new tech explorations and development techniques. Because stagnation isn’t a good look on anyone.
A little budget for professional improvement goes a long way. Books, online courses—it all adds up.
Passion is contagious, but let’s be mindful of when to share it. There’s a time and place for geeking out over that new framework.
3. Well-Being
Uphold the team values, because when those go, everything feels a little...off.
Team lunches and activities are more important than they sound. Sometimes, you need to talk about something other than work.
Family comes first, and that’s non-negotiable. Flexibility when life happens is a must. Burnout? Sick days? Take the time off, and we’ll figure it out from there.
4. Communication
Accountability is key. That’s not code for micromanaging, by the way—it’s about helping each other stay focused.
Be approachable. Nobody should dread asking a question.
Retrospectives are more than a ritual—they’re a chance to solve real problems.
Deadlines creeping up on you? Speak up early. Don’t wait until it’s too late and you’re drowning in tasks.
Beware of scope creep. If new tasks sneak in mid-sprint, ask if they can be moved to a new ticket, or at least communicate the potential delay. Use your judgment on whether to escalate unreasonable requests.
Personal matters are private. Nobody needs your life story in a public Slack channel. Share what’s needed in private with your manager.
Feeling blocked? Over-communicate. Slack, Jira, email—if you’ve tried once and failed, don’t be shy about trying again. Just don’t spam
too
much—we’re trying to strike a balance here.
A Sample of the Document
And now, for the pièce de résistance: an example of what this document might look like when it’s all put together. Feel free to borrow, adapt, or critique to your heart’s content.
Team Values and Norms: The Essential Guide
Respecting Others
Friendly atmosphere, trust, and open-mindedness.
Constructive criticism, active listening, and being mindful of different communication styles.
Equal treatment for all, regardless of background.
Respect for privacy and professional growth opportunities.
Professional Development
Collaboration and knowledge sharing.
Space for questions and learning.
Regular discussions on new technologies and methods.
Support for personal growth passions—at the right time.
Well-Being
Adherence to team values, fostering a sense of belonging.
Encouragement for breaks and family time.
Flexibility when life happens.
Communication
Clear, timely communication—especially about deadlines.
Respectful disagreement and constructive feedback.
Over-communicate when blocked, but let’s not spam each other’s inboxes.
Final Thoughts
Creating a "Team Values and Norms" document isn’t about setting up strict rules to follow—it’s about defining the principles that will guide your team. And here’s the kicker: when everyone agrees on what those principles are, magic happens. Collaboration feels more natural, issues are resolved faster, and work becomes a bit more fun. Plus, you get the added bonus of avoiding unnecessary conflicts—because, let’s face it, you have enough on your plate without dealing with team drama.
Now go forth, gather those values, and watch your team transform into a well-oiled machine. Or, at the very least, a group of people who are more pleasant to work with.
