How to break down the barriers between the departments of the company?

First, we need to break down departmental barriers in terms of systems and mechanisms.

If there is an assessment of the department and specific responsibilities and goals, it is necessary to find ways to break down the barriers of such departments in terms of system and mechanism. How can we turn inter-departmental competition into cooperation? That is, to ensure that under the premise of the completion of the responsibilities of the department, it can cooperate with other departments to create greater value, and the so-called one plus one is greater than two.

Therefore, to break down the walls and boundaries between departments, it is necessary to encourage cross-departmental cooperation in the system and adopt a certain incentive mechanism.

Connect them and encourage departments to work together to achieve great results. To participate in a common project, the goals between departments should be the same, not that the duck has not been beaten down, we have begun to make a pot of porridge on how to divide the duck, only in the system to continue to explore the company's interests to maximize, each department can maximize efficiency.

Second, the formation of corporate culture.

Focus on emotional communication.

1.The formation of corporate culture is conducive to strengthening employees' sense of identity with the enterprise. When an employee loves an enterprise from the bottom of his heart and agrees with the values advocated by the company, he is not only considering some short-term self-interest in front of him, but giving better play to the employee's personal creativity and subjective initiative.

2.We need to actively advocate a sharing concept from the perspective of corporate culture, such as allowing everyone to actively share their own experience, information, technology, and resources. A strong culture of sharing should be advocated within the enterprise.

For example, in our company, there will be a morning meeting every day, and there is a part of the morning meeting called business sharing or performance sharing. At the same time, our company will have an administrative management meeting every month, which is to share cross-departmental experience and experience, and this sharing culture is to gradually melt the departmental barriers from the atmosphere culture.

Third, the pattern of managers should be pulled higher.

How to improve the management pattern? I think that through more informal communication and exchanges, there should be more private communication activities between departments, which will help deepen mutual understanding and enhance feelings. In addition to informal communication, you can also establish an informal activity or organization, establish informal activities, and deepen the understanding between departments, such as holding some employee concurrent meetings (joining the company in the same period), or establishing an interest group

Calligraphy interest group classes, badminton group classes, or through horizontal and vertical construction of this relationship between departments, one of the most important points is that the barriers between managers and managers, and between superiors and subordinates are opened. In addition, another way to break the pattern is to set up a project management method.

It's like Peter Drucker in The Practice of Management

As mentioned in the book, the discipline of management is to regard management as a real comprehensive art. Therefore, we also need to take into account the combination of values, power, structures and methods in order to truly solve the problem of inter-departmental barriers.

1.Clarify the scope of responsibilities of each department. The division of labor is needed in the enterprise, and the division of functions of various departments must also be carried out.

Clarify the scope of functions of the department, and at the same time distinguish what belongs to the scope of inter-departmental collaboration, so as to solve problems in a more targeted manner, and at the same time form a concept of cooperation between departments, rather than just emphasizing the importance of their own department.

2.Effectively integrate the objectives of various departments. Due to the division of functions of various departments, their objectives are inconsistent and even contradictory.

It arises due to the existence of departmental interests and small group interests. Therefore, it is necessary to integrate the goals of each department in its own way, and reasonably adjust the goals of each department under the premise of maximizing the overall interests to ensure that it is in line with the general direction of the enterprise and achieve the effect of coordination between various departments. At the same time, change the corresponding performance appraisal standards, consistent with the overall goal, rather than in a fragmented environment for the formulation of performance standards, so as to achieve effective coordination and collaboration between departments, which is conducive to the smooth progress of communication.

3.Change the performance management model. Some collaborative problems that often occur between departments are included in the appraisal and the performance appraisal system is improved, which is conducive to the strengthening of communication between various departments and the improvement of collaboration problems.

This needs to be coordinated by the company's management. Engage in cooperation between various departments. Don't engage in your own independent kingdom. In this way, this barrier can be broken.

Hello, sometimes the barriers between companies cannot be broken, this is a problem that needs to be solved between the leadership or decision-making level, not that it can be broken, thank you.

If you want to break down the barriers between the company's departments, then you should do more team building, have more dinners, and then conduct several trainings to train employees to have a harmonious relationship with each other.

Through more informal communication and exchanges, there should be more private communication activities between departments, such as dinners, etc., which will help deepen mutual understanding and enhance feelings.

Breaking down the barriers between the company's departments can be done through more informal communication and exchanges, and more private communication activities between departments, which will help deepen mutual understanding and enhance emotions. In addition, in addition to informal communication, you can also establish an informal activity or organization, establish informal activities, and deepen the understanding between departments, such as holding some staff meetings, or establishing an interest group: calligraphy interest group class, badminton group class, or through horizontal and vertical construction of this relationship between departments, one of the important points is that the barriers between managers and managers, and the barriers between superiors and subordinates are opened.

Well, if you want to break down some barriers that the company department receives, first of all, the first one is like doing communication, after a few more exchanges, that is, to have some parties with them, those contacts are piled up, so that he can make the words between departments to get along better, which will be much better, so if you say something, you have to have a party or contact or something like that.

To break down the barriers between the departments of the company, then the company can organize events frequently. Let the various departments know more and communicate more, so that the barriers between the departments of the company will be broken.

That must be paid attention to each other by various departments, and they must know that they can serve the company with one heart and one heart, so that the company can do well. If the company does a good job, the individual can also be better. Understanding this relationship and supporting each other can break down the barriers between the departments of the company.

It is also possible to set up many organizations and clubs in the company, and employees in various departments in the company can be connected through various organizational activities, so that employees and senior cadres have the opportunity to know and understand each other, and the relationship between superiors and subordinates at work or the barriers between departments will disappear. Breaking down the barriers of departments and levels should form a corporate culture, which is conducive to strengthening employees' sense of identity with the enterprise.

To break down the barriers between the company's departments, we should encourage cross-departmental cooperation in the system, link them together through a certain incentive mechanism, and encourage departments to fight together to create good results. To participate in a common project, the goals between departments should be the same, and only by continuously exploring the system to maximize the company's interests can each department maximize its efficiency.

Principle. 1. Be prepared before communicating.

Before you discuss things with a colleague, think through some basic questions.

Don't go unprepared, or you will most likely not get what you want.

Here are a few questions that should be thought out beforehand:

What do you want the other person to do for you?

What do you think he will ask you to do?

If the other person doesn't agree with what you're proposing, are there any other options?

What happens if you don't get to the same page?

What will happen to the other party?

If you don't know how to communicate, how to break the "departmental wall"! Keep in mind the 10 principles and be unstoppable.

Principle. 2. Understand the language of other departments.

Poor cross-departmental communication is often caused by "language barriers".

For example, marketing people often speak the "same language" and are very aware of their department's rules, goals, and expectations.

Similarly, departments such as finance, production, and human resources also have their own language and perspectives.

Therefore, if you want to communicate well, you must "understand the other person's language".

Learn to empathize and try to put yourself in the other person's shoes

Does this help the business unit's performance? ”

Would I accept this if I were him? ”

Does this method really work? ”

Cross-departmental empathy minimizes misunderstandings or mismatches.

If you don't know how to communicate, how to break the "departmental wall"! Keep in mind the 10 principles and be unstoppable.

Principle. 3. Being open and honest is the best countermeasure.

You're dealing with colleagues who have to work with for a long time.

Therefore, honesty is the best policy in everything, and the most important thing is to avoid deception, concealment of facts, and destruction of trust relationships.

Once there is a lack of trust between departments, it will increase the sense of defense of each other, and there will be reservations when communicating, and even some important information will be hidden.

On the contrary, mutual trust will allow both parties to communicate openly, they will clearly state their needs and considerations, and increase their willingness to cooperate and solve problems together.

There are three elements to honest communication:

Don't explain what is wrong;

Be sure not to argue and not interrupt the other person;

Smile and smile;

Frequent interactions help build a sense of familiarity and make it easier for you to put yourself in your shoes.

Therefore, from time to time, I eat and chat with colleagues from other departments, which is good or bad.

If you don't know how to communicate, how to break the "departmental wall"! Keep in mind the 10 principles and be unstoppable.

Principle. 4. Don't be afraid of conflict.

In cross-departmental meetings, it is inevitable that there will be some friction between each supervisor in order to protect the interests of his or her own department.

Some supervisors, especially novice supervisors, tend to become reticent for fear of making the atmosphere stiff in order to maintain a semblance of harmony.

In his book Effective Communication, Ellinghardt points out that if the management team is not conflicting on the issues, the quality of decision-making will be low. ”

Ellinghart cautions not to confuse "no conflict" with "unanimous opinion".

Sometimes, too much harmony doesn't highlight the importance you pay to the issue, and the problem won't really be solved.

Therefore, Ellinghart advises managers to be soft, but firm, and "not too fast or too easy."

The confrontation between departments is a common problem in business operation, which is generally solved by two methods, one is to expand the authority of the leader, manage multiple departments, directly intervene in the management, and smooth the management process. One is the system of department bosses taking turns to be on duty, and the bosses of each department take turns to be the CEO to solve the problem, so as to reduce the constraints of individual businesses and departments.

I think this is actually easier said than done, and the barriers between departments can be said to exist for a long time, and it is impossible to solve them in a short period of time by individual ability, but only gradually and imperceptibly.

This relates to corporate culture.

The formation of a company's corporate culture is multifaceted, and it takes a certain amount of time, even if a more powerful CEO is sent over at this time, it will take a certain amount of time to see the effect.

It is advantageous to increase some team building projects, and it is also very necessary to spend on this aspect, and some assessment systems should not tie up the departments and departments too rigidly.

Management theory believes that managers achieve effective management by doing a series of basic management work, which is called ?

Answer: As an enterprise, the company has a common goal and vision, a business enterprise carries a common sense of professionalism and responsibility, has an unshirkable firm confidence, and is ready to work together to move forward and bravely in one direction and one goal, and move forward towards the dawn of victory.

As an enterprise company is not only to consider the strong economic strength of the enterprise, but also to consider the development of the enterprise management way, the enterprise carries the culture, thoughts, actions, systems, program, the enterprise needs to develop the historical opportunity, the enterprise needs to innovate the idea and lead the future development trend of the change, and constantly to lead the leadership to create forward-looking thinking, and constantly to lead the requirements of strict self-discipline, in order not only to improve the consciousness of the leader and exemplary leading role, to take the lead in the leadership demonstration, In order to require the leader to play the first baton of demonstration and leading role, to the leader to manage the subordinate team, to the subordinate and the leader to achieve joint supervision, the principle of coexistence and cooperation.

As a business strategy of an enterprise company, first of all, to achieve the grass-roots management range to the high-level management range change, that is to say, "the steering wheel of a ship needs a ship driver", "the story of the driver at the helm", senior management and grass-roots management personnel to achieve common supervision, the principle of coexistence and work together, in order to do their best, to do their duty, all departments work together to create a new pattern of common unity, cooperation and win-win development. With the goal and vision of wholeheartedly and comprehensively planning corporate affairs, and wholeheartedly and comprehensively achieving the standardized operation and management performance team of corporate affairs, we will make every effort to jointly realize the development planning goals of the enterprise company, as well as the double improvement of the efficiency and effectiveness of performance evaluation, so as to jointly realize the dual effect of enterprise winning in execution. Thank you!