When the lines get blurred

In cross-functional teams, sometimes it's hard to tell who's responsible for what. For example, when the design team helps out with the PRD, a PM creates wireframes, or an engineer pushes code that wasn't agreed on, it can be quite frustrating if this happens repeatedly without clear definition.

Things can get even messier when there are tight deadlines or pressure from the higher-ups. That's why it's important to have a chat with your team members and clear things up.

Now, you might think of running to your manager to sort things out, but that can sometimes make matters worse. It might make your teammate feel like they've been slighted and often times they may think they're doing the right thing. So, it's best to have these conversations directly.

Here are some things to consider when doing so:

Avoid personal accusations

When addressing role-related issues, the first rule is to refrain from making personal comments or attacks. Accusations like "you're being unprofessional" or "stepping out of your role" can be emotionally triggering and shut down productive conversations. Instead, focus on mutual agreements and shared values.

Start with common ground

Begin the conversation by identifying common ground—company missions, product principles, or organizational values that everyone has aligned on. This lays a constructive foundation and signals that you're all in this together. It assumes the best intentions from all parties and acknowledges that mistakes can happen in haste rather than out of malice.

Show empathy

Empathy is key. We've all be there, external factors, such as tight deadlines or workload pressures, might lead to colleagues making decisions that deviate from their usual roles. Sometimes, a seemingly small output may require substantial behind-the-scenes effort. Communicate your understanding of the situation and appreciate the effort invested.

Communicate thought processes

In instances where roles blur, explain your thought processes. Sometimes, while the output may appear different, the thinking behind it might involve considerable effort and consideration. Highlighting this can help clarify your colleague's intentions and bridge the understanding gap.

Take action

After a discussion, ensure that you and your colleague agree on a follow-up action plan. This serves as a reference point in case the issue arises again. It demonstrates a commitment to learning from past experiences and working collaboratively to avoid repeating mistakes.

When all else fails

If you're having an ongoing struggle with a coworker, try talking to them face-to-face before running to your boss. This way, you can work on resolving the issue yourselves. It also shows that you're committed to finding a solution. If that doesn't work, involving your manager can be a good way to get some feedback and guidance. Remember, soft skills, especially when dealing with work-related obstacles, are super important for both your personal growth and the success of your team.