The New 'Visibility' Problem
The shift to hybrid and remote work has solved many problems, but it has created a new one: the visibility gap. When managers and senior leaders don't see you every day in the office, it becomes harder for them to organically observe your work ethic,
problem-solving skills, and contributions. This isn't about a lack of trust; it's about a lack of casual, everyday data points. Promotions have historically relied on a combination of performance metrics and a manager's holistic assessment of an employee's potential. When half of that assessment—the in-person observation—is removed, employees who are fully remote or work different schedules can find themselves unintentionally overlooked, even if their performance is stellar.
Why Cross-Team Projects Are the Answer
This is where cross-team communication becomes a powerful career tool. Engaging in projects that involve colleagues from marketing, engineering, finance, or operations does more than just broaden your skillset. It systematically dismantles the visibility gap. When you work effectively with other teams, you are no longer just an entry on your manager's spreadsheet; you become a known entity across the organisation. Your name gets mentioned in different department meetings. Your ability to negotiate, compromise, and drive results is witnessed by a wider array of stakeholders. This creates multiple advocates for your career progression, not just a single manager. In essence, cross-functional projects are the new 'office floor,' a space to demonstrate your value to a broader and more influential audience.
Demonstrating Impact, Not Just Presence
The beauty of this framework is that it shifts the focus from 'presence' to 'impact.' Success is no longer tied to how many hours you spend at your desk, but to the tangible outcomes you help create. When you contribute to a successful product launch by collaborating with the sales team or help streamline a process by working with finance, your impact is documented and measurable. Your emails, project management updates, and presentations become a portfolio of your collaborative efforts. Senior leaders tasked with making promotion decisions are increasingly looking for individuals who can think beyond their own silo and contribute to the company's larger goals. Excelling in cross-team communication is the most direct way to prove you are that person.
Actionable Strategies for Employees
So, how can you strategically leverage this? First, actively seek out cross-functional opportunities. Volunteer for a task force, join a committee, or simply offer to help a colleague from another department. Second, over-communicate your progress, but do it smartly. A concise weekly summary sent to all project stakeholders is more effective than a hundred individual messages. Third, build relationships. Use the first five minutes of a video call to ask about your colleagues' weekend. These small human connections build trust and make collaboration smoother. Finally, when you achieve a milestone, share the credit. Acknowledging your collaborators not only shows you're a team player but also reinforces the network you're building.
How Managers Can Foster Collaboration
Leaders play a pivotal role in creating an environment where this can happen. A manager's job is not just to lead their team, but to connect their team to the wider organisation. This means intentionally creating projects that require inter-departmental collaboration. It also means celebrating cross-functional wins publicly. When deciding on promotions, managers should actively seek feedback from colleagues outside their own team who have worked with the candidate. By structuring work and rewards around collaboration, leaders can ensure that the best contributors—not just the most visible ones in a traditional sense—are the ones who get ahead, strengthening the entire organisation in the process.
