Getting cross-functional teams - such as Marketing and Sales or Product and Design - to agree and deliver on shared KPIs can often feel like trying to build a bridge between two islands. But when they work together in lockstep, they can make a significantly higher impact. That said, it’s easier said than done.
Alignment is about driving broader business goals, but to get there, you need to understand the details - how each team operates and what motivates the individuals within them. Keep in mind that the unique drivers behind each employee’s work impact their buy-in on shared KPIs. By collaborating across teams to find the best way forward, you'll be more likely to maintain alignment and keep things on track for the long haul.
So, how can you align your cross-functional teams to surpass those shared KPIs?
Openly listen
Being a high-impact leader isn’t about proving you're the smartest person in the room; it's often about listening more than speaking. Before trying to solve any alignment issues, start with a fact-finding mission. Understand the root causes of misalignment by considering the perspectives of your employees and the teams you’re working with. Avoid jumping to conclusions too quickly - let the story unfold through those conversations. By listening openly and with curiosity, you’ll gain a more comprehensive understanding of the common goal.
Align senior leadership
You may find conflicting viewpoints in the C-suite, which can create problems down the line if not addressed early. Before developing your strategy to improve cross-functional alignment, ensure senior leadership is on the same page. Work with them to remove friction and agree on 3-5 key performance indicators (KPIs) for your team and the team you're aligning with. This process may take longer than expected, and that's okay. Alignment at the top will provide a solid foundation for your plan to succeed.
Balance KPIs accordingly
As mentioned, departments sometimes struggle to agree on shared KPIs due to differing values and processes. Also, bonuses may be tied to more controllable factors within each team's workflow, which adds a personal stake to choosing KPIs. Try to find the right balance when planning for KPI alignment by considering a larger KPI that both teams can agree on, along with secondary KPIs tied to more controllable factors. Perhaps bonuses could be structured so that 70% is based on the shared KPI and 30% on the controllable factors. This way, everyone feels the objectives are fair, challenging, and attainable.
Help build bridges
If there have historically been barriers between your department and another, you'll need to be intentional about helping your team build cross-functional relationships. Consider pairing up people from each team for specific projects or even for casual lunch meetups to get to know one another. You might even rotate these pairings so that all employees have the opportunity to connect. This investment in time is likely to improve communication and collaboration, as teammates will understand each other on a more personal level. Also, as Oren suggested, physical separation (like being in different rooms) can create emotional barriers. So, if possible, it helps to have teams seated in the same room or open space area to encourage more collaboration.
Build a culture of open communication
Communication is key to maintaining continuous alignment between cross-functional teams, so think about hosting a monthly forum where both teams can discuss shared goals. You can ask individuals or specific teams for topics they'd like to cover, then send out an agenda ahead of time so everyone is on the same page. Always encourage team members to voice their concerns or suggestions during these sessions, and establish feedback loops to maintain ongoing communication between meetings. By fostering a culture of open dialogue, you empower teams to actively engage in the alignment process, helping them identify and resolve issues before they escalate into larger problems.
