It’s an exciting time for your company—you’re growing rapidly and have seen a significant boost in sales, revenue, and company reputation. But you also notice that your employees don’t seem as excited about these advancements as you are. In fact, they seem less motivated than ever before.  

Believe it or not, this is a common challenge that many companies face when they experience a period of rapid growth. While this newfound success can feel like an all-encompassing thrill, it is critical that you keep the most important asset of your organization at the top of mind— your people.

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Collaboration is an essential process in every company, whether that be tackling projects with coworkers in your department or with people in other areas of the organization. Working effectively on a team has a number of challenges, and this can be even more complex if you are working with people that you don't normally interact with.

Even though it can be difficult to execute interdepartmental projects as a unified team, these situations can actually be the most rewarding. This sort of teamwork often leads to greater individual and group commitment from your peers, stronger communication between diverse teams, and long-term positive change that you'll see reflected throughout your company. Here are five tips to bridge silos and find success in tackling interdepartmental projects.

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Conflict within a team is inevitable, but it doesn’t always have to be debilitating. In fact, handling conflict constructively can actually strengthen a team, fostering development and trust.

When problems arise, it's easy for people to display some less than desirable behaviors. As unpleasant as they may be, they are a natural reaction to dealing with stress. When trying to recognize conflict in the workplace, it is helpful to be aware of some of the most common stress behaviors. These include: 1) becoming uncomfortable and withdrawing from the situation, 2) rapidly trying to come up with a solution to fix the problem, even if it is not in the best interest of the team, 3) finding someone to blame. If these types of behaviors are left unchecked within a team for too long, it could eventually become damaging to productivity. 

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