#worksilos

Another danger of work silos is that it helps create distrust among leadership. One of the most important ways that I’ve found to combat that is through transparency. While I’ve found that employees don’t need, nor desire, to know everything going on in a company, they should still be aware when things are changing that affect them. Transparency builds trust and trust builds relationships. 

While doing my research into work silos, I’ve discovered that most people enjoy working within them. They enjoy the tribal feeling and needing to belong to a team. I’ve also learned that sometimes sharing ideas with people you don’t believe know as much as you in your industry, is difficult. I’ve tried in my project to combat ways that people can overcome those assumptions and communicate effectively on a cross-functional team.

While approaching the subject of work silos at my job, I wanted to be very careful not to place blame on any particular group of employees and remain open-minded on finding solutions. I went into each observation with already formed questions and a plan based on who would be the most responsive, the most transparent and then the most open to the notion of breaking down work silos.  Most importantly, I wanted to get to the root of the issue and “why” this issue transfers throughout so many organizations.