The fundamental question is how silos are established; the answer is it is a manmade problem formed consciously and unconsciously in the organization. It is formed by organizational structures that are rigidly designed around functional areas that makes it difficult to work interdepartmentally. Moreover, it is created when the organization culture is competitive rather than team-oriented, and it may also be created by unsynchronized policies  and procedures. Furthermore, it is created by inadequate training and development in interpersonal and emotional intelligence skills, resulting in poor communication styles and a lack of understanding on building cooperative working relationships · In extreme cases, silos are created by management style that encourages conflicts or serves as a poor role model on terms of respecting or incorporating others’ ideas or needs. It is noticeable that silo mentality in the organization create communication breakdown and affect the performance of employees and teams. Lack of effective communication channels, result in lack of transmission of important information, updates, or changes to employees in a timely manner. 

This lack of communication can result in duplication of efforts, misunderstandings, poor service delivery and high cost of poor quality. Silos also lead to limited knowledge sharing because when employees and departments cannot integrate, they cannot share the best practices, innovative ideas and share their skills with others.  This is why there is no continual improvement in many organizations because of missed opportunities for improvement and growth. Furthermore, all organizations with silo culture have performance problems and have decreased employee’s morale because of environment of rivalry and competition between teams instead of fostering a sense of unity and cooperation. This can lead to decreased employee morale and job satisfaction. Unfortunately, all these problems are directly transferred to the customers and they result in inconsistent customer experience. This article proposes strategies that can be implemented to eliminate silo culture. The first strategy is to rotate employees across the departments to allow them to gain exposure to different functions and perspectives. This helps in breaking down silos by fostering understanding and empathy between teams. 

Employees can bring back their cross-functional knowledge and experiences to their home departments, facilitating collaboration and shared understanding. The second strategy is to introduce cross-functional teams which involves assembling individuals from different departments or areas of expertise to work together on a specific project or goal. By breaking down departmental boundaries, cross-functional teams promote collaboration, shared decision-making, and knowledge sharing. This approach encourages employees to work towards common objectives, rather than focusing solely on departmental goals. The third strategy is to create knowledge hub such as centralized digital platform or a shared document repository, to enable employees to access and share information easily. This ensures that knowledge and expertise are readily available to all employees, regardless of their department. A knowledge hub promotes transparency, collaboration, and learning across the organization. Fourth strategy is to ensure shared goals, objectives, and KPIs to foster collaboration. When everyone understands how their work contributes to the overall organizational objectives, they are more likely to collaborate and break down silos. 

It is important to establish a culture that emphasizes collaboration and recognizes the interdependencies between departments. The fifth strategy is to introduce team building sessions (Informal relationship building) to provide opportunities for employees from different departments to interact in a more relaxed and informal setting. This helps build relationships, trust, and understanding among team members. By creating a sense of camaraderie and common purpose, team building sessions contribute to breaking down silos and fostering collaboration. The sixth strategy is to introduce professional team sessions to create innovation ecosystem, knowledge sharing and experience. The other strategies include effective communication plan,  building effective culture and team performance appraisals.