Managing a cross-functional team

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For large teams and projects, the matrix will be more complex, it is important to discuss it with employees. Then it will be easier to define responsibilities in a cross-functional team. During the project, the matrix can be rebuilt if something suddenly changes. For example, if new tasks appeared or it was necessary to look for a replacement for an employee.

4. Define KPIs
To analyze the team's work, you first need to define key performance indicators - KPIs. Let's say your cross-functional development teams can be evaluated using such KPIs: code quality, deadlines, team productivity.

These indicators should be monitored not at the end of the project, but during its implementation. This will allow you to notice in time if something is not going according to plan. Based on the analysis, you need to draw up an action plan to improve the work. This will help solve current technical problems.

5. Evaluate progress regularly
In order to adjust the actions of employees as necessary, hold meetings following portugal phone number list the work stages. At these meetings, achievements and difficulties are discussed, further workload is planned, and current work is assessed.

To manage a cross-functional team, it is necessary to build quality communication and information exchange. For this purpose, such teams often hold calls to discuss current tasks and build a plan for further work.

It is important to organize work in a cross-functional team so that employees understand what tasks their colleagues are currently working on. This will help synchronize work. For this, a corporate messenger is used .

In it, employees can:

conduct phone calls ;
fix goals;
make reports on the work done;
write plans for the day;
discuss current tasks;
receive feedback;
record KPIs;
monitor changes and innovations in the organization.
This is how the main rule for cross-functional teams is achieved: information exchange.