What should I do if the boundaries of responsibilities in collaborative work are unclear and overlap?

There is always some work in our duties to help other colleagues or to work with other colleagues. It needs to be clear what to do to assist the work.

therefore, we often say that there should be no overlap and overlap between departments' responsibilities. If there is overlap, it will not conform to the principle of production economy.

actually, this is theoretical. what is it in fact? Overlapping and overlapping are everywhere in daily work and often occur. It is precisely because overlapping and overlapping are facts that we think overlapping and overlapping of responsibilities is necessary. Although there are conflicts and disputes, and even the fact that work efficiency is reduced to a certain extent, this is normal.

Many people may not understand this. In fact, if the work boundaries in the work do not overlap at all, there is no way to transfer them in theory, which is why we have so much cooperation and support. There is overlap in collaborative work for both parties, and collaboration is overlapping, and collaboration is overlapping.

only when there is partial overlap in the responsibilities can it be fully covered. Overlapping can ensure that there is room for adjustment. This is the flexibility of organizational responsibilities. (Organizational responsibilities actually have flexibility. Generally, the last of our duties and tasks is to complete other tasks assigned by the leaders, or temporary work, which is also the institutional arrangement of flexible responsibilities.)

Because of the flexibility of overlapping, on the one hand, the work can be connected, on the other hand, the work styles of colleagues with different personality characteristics can be reflected. For example, the department led by a stronger manager can slightly expand its power, while the weaker manager is under his jurisdiction.

There must be some overlap and overlap in the work and responsibilities of the organization, so as to maintain a little flexibility. Therefore, it is normal that responsibilities overlap and overlap.

there are overlaps and overlaps, so isn't the phenomenon of wrangling in the work very serious? Then it is necessary to solve this problem. To solve this problem, first of all, we must understand:

First, who is responsible for these collaborative work?

it is relatively easy to associate between posts and within departments, and the responsibilities of association are clear. When the cooperation between departments occurs, because the managers of the departments are familiar with each other, the dialogue is generally conducted between the managers. Only in this way can the relationship between departments be more easily accepted by all parties.

although the association is conducted through communication between managers, the person in charge of the association must be confirmed in advance. Once there is a duty dispute between departments, there should be a confirmed responsible person to handle it personally, not the manager. Otherwise, the relationship between departments is only known by the manager, and people in the department don't understand it, so it is difficult to achieve better cooperation between departments. Therefore, it is very important to determine the responsible person.

second, what are the interactive work contents?

the relationship between departments, when one party changes or fluctuates, the other related party will inevitably be affected accordingly. For example, the adjustment of personnel, plans or policies in the human resources department may have a certain impact on the recruitment of talents needed by the sales department. Therefore, it is necessary to confirm the possible influence between them in advance.

Although some work is uncontrollable, most work can be grasped in advance. Only by fully estimating the mutual influence of the related parties can we cooperate closely in the work in time, deal with the problems and eliminate the adverse effects as soon as possible, and help all departments to better perform their due duties.

Of course, because overlapping work is a normal collaboration, friction between collaborations often exists. Therefore, it is often heard that two people dig ditches for two days, four people dig ditches for four days, and they have to communicate in the extra two days. This is not a joke, which really shows the importance and difficulty of communication in collaborative work.

there is another important content in the collaborative work to share with you. It is the definition of "three contributions". What we are more clear about is the contribution of superiors to the assistance of subordinates. There are two other contributions that need to be clarified. The second contribution is what the subordinates should contribute to the superiors. The third contribution is the horizontal cooperation department. What should we contribute? The three contributions are "contribution from the top to the bottom", "contribution from the bottom to the top" and "contribution between horizontal departments", which need to be clarified and emphasized. If "the definition of three contributions" can become an institutional arrangement, the sense of giving and cooperation with high efficiency will be strengthened.

Under the epidemic situation, enterprises and individuals all over the country are organizing or participating in online learning activities. Sichuan Human Resources Service Industry Association, Sichuan Employment Training Center and Sichuan Entrepreneurship Service Guidance Center provide online guidance for employment and entrepreneurship, and jointly organize Sichuan Zhenghuitong Enterprise and Chengdu ZHTOP Performance Research Institute to offer special training courses (performance, employee management, recruitment, leadership skills, salary and entrepreneurship) for entrepreneurs, bosses, entrepreneurs, management cadres and HR, providing free channels for everyone to learn high-quality content.

We invited invited invited professor of MBA of Sichuan University, off-campus MBA instructor of Southwest Jiaotong University, Li Zhengzhi, an expert on organizational performance, and many experts, scholars and entrepreneurs in the industry as guests to share the activities and carry out the public welfare live training. The course starts at 8: every Wednesday night, with online efforts and concerted efforts, providing new ideas and methods for organizational development and personal growth, helping organizations and individuals to grow professionally under special circumstances, so that everyone can enjoy high-quality teaching resources without leaving home!

# Review of previous live broadcast courses:

The first issue of "How to make enterprise performance more effective during the epidemic?

The second issue of How to Build a High-performance Organization: Six Questions and Responsibilities Dialogue to Solve the Problem of Poor Collaboration

The third issue of The Secrets of Recruiting People: How to Know People Without Taking Eyes off? 》