A company’s success is dependent on its strong team. But with the pandemic making working from home more common, leaders may be finding it difficult to manage remote teams. 

In the mid-1960s, Bruce Tuckman created a framework for a team’s stages of development, called Forming, Storming, Norming, and Performing. Recognizing the feelings and behaviors associated with each stage helps you build a strong team that delivers- no matter where they are.

While the idea of remote teams and working from home was unheard of when Tuckman created the stages, they are still applicable and relevant to our way of working today.

Getting started: Forming

During the first stage, you and your team are getting to know each other. They are still shy and awkward with each other and yourself, so it’s good to have an intro meeting for everyone to get comfortable.

WHAT TO DO: Clearly discuss each member’s role and how it contributes to your company’s big picture. Talk about expectations, processes, and timelines. Get the team excited about working together and achieving goals.

WHAT TO EXPECT: The Forming stage will generally focus on defining the team, building trust, and setting goals so productivity in terms of tasks will be low. However, what you do at this stage helps you build a strong team.

REMEMBER: If your team members are from different time zones, make sure you set the meeting at a time that’s as suitable and convenient as possible for everyone to attend.

Encountering problems: Storming

Conflict is inevitable in teams working in an office, what more when the team only meets virtually? The loss of physical presence can lead to misunderstandings and assumptions. A text regarding work can be misinterpreted. Boundaries between home and work can overlap and cause stress.

WHY THIS HAPPENS: The Storming stage is caused by your team members’ differences in work styles and personalities starting to surface. Their expectations at the Forming stage suddenly contend with the reality of their different experiences. In a remote setting, communication also becomes trickier because of the loss of visual cues as well as possible Internet problems during video calls.

WHAT TO EXPECT: During this time, there may be uncertainty between team members about whether they can meet their goals and expectations during the Forming stage. This can cause frustration and stress, so productivity may slow down.

WHAT TO DO: It’s important to never let conflicts go unresolved. Always have weekly meetings to touch base. You can also use this time to encourage an environment where the members can freely (but respectfully) share any thoughts they may have regarding work flow. Check in with each member individually as well, as some may be too shy to share their thoughts in a group setting. If there is conflict between two team members, stay impartial when you mediate. Once everything is settled, goals can be refocused and expectations reset.

REMEMBER: We’re still in a pandemic and working from home can be just as stressful, if not more, as working in an office. Respect each other’s work boundaries and understand that home life is important too.

Developing a rhythm: Norming

Don’t worry, the Storming stage is only temporary. After the team better understands each other and trust is rebuilt, resolving conflicts now comes more easily and efficiently. Your team now enters the Norming stage.

WHAT TO EXPECT: With lesser conflicts, everyone is now free to concentrate on their own list of tasks. Productivity increases but it’s still important to routinely gather and look at the bigger picture.

WHAT TO DO: Building a strong team means establishing a work rhythm where members know who they need to constantly touch base with. For example, analysts need to give reports and data to content managers, who use it to make content, who then talk to designers to create cohesive designs. Continue to have weekly meetings to see where you are in your goals and to foster a good team relationship.

REMEMBER: Recognize and commend your strong team for their hard work!

Gaining the dream team: Performing

This stage marks significant progress towards company goals and the team’s effectiveness. They are at their highest functioning potential, and work satisfaction- as well as with other members- is high. 

WHAT TO DO: You can now develop a more hands-free approach and just let your dream team do what they do best. Cultivate this stage by encouraging your team to keep working together. Offer online courses for them to improve their skills and deepen their knowledge. Always celebrate their accomplishments.

REMEMBER: Consistency is key! You didn’t get to this stage without the weekly meetings and the progress checks. But more importantly, you got here by making your team feel valued and satisfied in their role. 

How to build a strong team

Creating your strong remote team and achieving peak performance is easy with Remote Workmate. We screen candidates and endorse only the best ones for you, so you’ll have your dream team in no time.

Take the first step by scheduling an obligation-free call with us today!