>At work, we tend to become consumed with our own roles and responsibilities. We can develop tunnel vision and become biased as to how we think things should be done or improved. Our opinions become one-sided. We often attribute delays and poor results to everyone but ourselves. Isn’t it always someone else’s fault, or some other department’s fault? If only other departments and employees could get their act together, our own jobs would be that much easier. Why do we have to suffer because others simply can’t finish on time? Unfortunately, everyone shares this opinion. Someone, somewhere, feels the same way about your work and how you do things. In fact, finger pointing, blaming others, and political games are common in any workplace. It’s this tunnel vision that impairs everyone’s perception. We get so wrapped up in our own responsibilities, and so frustrated by delays and lost time, that we feel the need to blame someone. Of course, that someone always tends to be our co-workers. However, what if there was a way to give everyone another perspective? It’s done all the time, in all kinds of organizations, and the results can be quite impressive. It helps to reduce lost time, improve work flow, and make the overall work process more seamless.
Using cross-functional project teams to improve processes:
What exactly are cross-functional project teams anyways? Simply put, they are teams of employees that come from different departments, and who share a common goal of eliminating down time and improving efficiencies. They are tasked with the responsibility of finding a better way to do things. Cross-functional project teams can also be used to resolve all kinds of issues. Having people from different departments, with different perspectives, is an ideal way to bring fresh new ideas to problem solving. A single representative from each department will come together on a weekly basis to reduce delays, and improve work processes. Knowing these teams can provide a different perspective, what are some of the essential criteria for success?
Management must support the team throughout the process.
Cross-functional project teams are the ultimate problem solvers, but they rely upon management support to succeed. It’s often management who encourages the formation of these teams, until of course their suggestions impact a manager’s roles and responsibilities. Cross-functional teams must be given the freedom to pursue initiatives as they see them. It’s not a prerequisite that all of their suggestions, and their solutions, be implemented. However, they must be given due consideration. The most important support they can receive is the time to review their findings, and an open ear willing to listen to possible solutions.
Work sharing is an ideal way for each team member to get a different view of the problem.
Nothing gives employees a fresh view of problems than to have them spend the time working in a different department and role. How would someone from purchasing handle being a sales representative for a day or two, and vice-versa? Obviously both would come away with a greater appreciation for what each has to deal with. It’s imperative that the members of the team all come from different departments. For these teams to excel, it’s an excellent idea to swap roles to gain a better idea of what each has to go through to get the job done. Exchanging roles and responsibilities is an excellent way to bring new ideas to the table.
Make sure everyone has a chance to become part of a cross-functional project team.
Once everyone sees the results, it’s not uncommon for other employees to want to become part of a team. It affords employees a level of freedom that may otherwise be lacking. It provides a platform for them to express their opinions, and offer suggestions, where they may not have had the opportunity before. It’s an excellent way to open the doors to other possible interests for employees. It’s also a great way to remove the boredom that comes from working on the same things, day after day. For those in management, it’s a good way to evaluate talent and perhaps find someone more ideally suited to a different role.
Having as many employees as possible take part in problem solving is a perfect way to incentivize them to pursue new and interesting roles. In today’s business environment, change is a constant force, and continuous improvements allow businesses to stay one step ahead of their competition. Stagnant roles and responsibilities offer no room for personal or professional development. Employees need a different perspective on how work is handled in various departments. Cross-functional project teams are an ideal way to shed new light on an old problem.