Development stage of the project team

In many projects, project team members come from different functional departments or organizations and have never worked together before. To develop such a group of people into an efficient team, A process is required. Generally, this process can be divided into four stages: formation, volatility, standardization, and execution.

(1) formation stage

At this stage, the project team members have just begun to work together and have a positive desire to start their work. However, they are not very familiar with their responsibilities and roles, they have a lot of questions and constantly explore to determine what behavior can be accepted. At this stage, the project manager needs to provide team guidance and build work.

Project objectives should be publicized to project team members, and the bright future prospects and benefits of project success should be illustrated for them, publish standards and restrictions on the project's scope of work, quality standards, budget and schedule, so that each member can have a comprehensive and in-depth understanding of the project objectives and establish a common vision.

Clarify the roles, main tasks, and requirements of each project team member to help them better understand the tasks they undertake.

Discuss with the project team members about the composition, work style, management method, and some principles and policies of the project team to achieve consensus and ensure the smooth development of future work.

(2) shock stage

This is a stage of intense conflicts within the team. With the development of work, problems will gradually be exposed. Members may find that the reality is inconsistent with the ideal, the task is heavy and difficult, the cost or progress is too tight, and the work may not be pleasant with a member. These will lead to conflicts and low morale. At this stage, the project manager needs to use this opportunity to create an environment for understanding and support.

1. allow Members to express their dissatisfaction or concerns, and accept and tolerate any dissatisfaction of members.
2. Do a good job of orientation and strive to solve problems and contradictions.
3. Rely on team members to solve problems and make decisions together.

(3) standardization stage

At this stage, the team will gradually become standardized. After the shock phase, the team members gradually calmed down and began to show mutual understanding, care, and friendship. The close team relationship began to form and the team began to show cohesion. In addition, the team members get familiar with the work after a period of work.ProgramAnd standard operation methods, and gradually become familiar with and adapt to the new system. The new Code of Conduct has been established and observed by team members. At this stage, the project manager should

1. Minimize the amount of guiding work and provide more support and help to team members.
2. While establishing team specifications, we should encourage members to make full use of their personalities.
3. Cultivate the team culture, cultivate the sense of identity and belonging of members to the team, and strive to create a spirit of collaboration, mutual help, mutual care, and dedication.

(4) execution phase

At this stage, the team structure is fully functional and recognized, and the internal team is committed to achieving the current work from mutual understanding and understanding. On the one hand, the team members work actively to achieve the project goals. On the other hand, they can communicate openly, honestly, and timely to help each other and jointly solve the difficulties and problems encountered in their work, it creates high productivity and satisfaction. In this phase, the project manager should focus on

1. Assign team members greater power to maximize their potential.
2. Help the team to execute the project plan, focus on understanding the specific completion of the relevant costs, progress, and scope of work, to ensure that the project objectives are achieved.
3. Do a good job of training team members to help them achieve career growth and development.
4. objectively evaluate the performance of team members and adopt appropriate incentives.