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Restructuring the roles of cross functional department

Different departments of a company perform different functions but in an overview content each department is connected.

To manage the use of its available resources, time, money to effectively and efficiently improve customer(s) satisfaction to achieve its overall goal(s), some companies create a cross-functional department.

Most departments in companies work in silos and see cross-functional teams as roles reserved for ‘developers’, or only applied for start-ups or a department created to launch a quick ‘project’.

Behnam Tabrizi revealed that 75% of cross functional departments are much likely to fail but when a cross functional department is used, the rate of success and performance increases than those who do not engage in it.

What is a cross functional department?

Cross-functional departments are essentially a group of people from various departments and expertise in a company, banding together to form an alpha team. This is usually for a specific period.

The major role of any cross functional department is to put their customers first by encouraging an effective communication among departments and an effective and positive relationship between employees in the departments.

Cross-functional departments are mostly found in start-ups or large companies who want to launch a new product in the market and need a few experts to band together for a sometime.

Importance of a cross functional department

I'm sure there was a moment when you phoned a firm that provides a certain service, such as a telecoms provider, and found yourself being passed from department to department with no resolution. Probably because the individual who can give the answer and solution is part of a different team, and that team isn't available on certain days. This might result in a negative customer experience and a significant loss for the firm.

It would have been a different experience if you had called a firm with a cross-functional department on the ground and available.

Why restructuring the roles of cross-functional departments are needed?

The benefits of a cross functional department include fostering employee engagement and collaborative efforts of departments which improves teamwork. However, with the behaviour of customers changing drastically and the business landscape also evolving, the traditional popular purpose of cross-functional departments can no longer serve it.

How do we restructure cross-functional departments?

Restructuring the current roles will help refocus priorities and help align contradictory and confusing goals, roles, and objectives. Some of the ways cross functional departments can be restructured are:

  • Audit current roles – Ensure that there are no overlapping roles. Also make sure you understand what you're attempting to accomplish, how it fits into the wider strategic goals, and why it's significant and vital before you start reorganizing roles and altering responsibilities.

  • Consider the culture in the workplace - Many norms will be broken by rearranging team roles and responsibilities. Individuals and teams may be concerned about losing their power, influence, employment, and hard-won experience. To obtain great outcomes during the restructuring process, your team's health must be sufficient, and your cultural norms must be sufficiently aligned with your aims to establish a firm basis for long-term transformation.

  • Choose capable leaders - Leaders should be able to switch between numerous positions, such as sparring partner, meditative observer, facilitator, or expert advice, depending on the scenario.

  • Actively involve key stakeholders - If modifications need to be made, the individuals who will be affected should be as involved in the design process as feasible. They must comprehend why modifications are required, as well as how conditions might be enhanced in novel methods. Organizations are working hard to sustain strong worldwide competition in today's fast-paced, technology-driven business climate, due to ever-evolving skill needs.

In summary, companies are working hard to keep up with the ever-evolving skill demands and maintain a fierce global competition. As a result, businesses can no longer rely on siloed departmental structures to remain competitive, and instead must embrace a cross function department mentality. Since the present structure in cross-functional departments have not yielded much success, changing the structure to meet the new business landscape appears to be the way forward.

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