Team members are at odds over manufacturing priorities. How can you align them for smoother processes?

It often helps to go back to the overarching objectives set by the top leadership for the organization. These should primarily drive the process objectives. Thus when an issue of priorities come up the same must be brought to the attention of the relevant level of leadership that can give clarity on the priority which is important to them. This is because the relevant level of leadership owns the risk of the objectives not being met.

Pinpoint the root causes of disagreement—are they due to conflicting KPIs, resource limitations, or unclear direction? Use surveys, 1:1 interviews, or process mapping to gather insight.

Identifying issues is the first critical step in solving problems and improving performance. Start by observing workflows, gathering data, and listening to feedback from those directly involved in the process. Look for signs of inefficiency, delays, errors, or dissatisfaction. Use tools like root cause analysis, process mapping, or SWOT analysis to pinpoint underlying causes. Engage stakeholders to gain diverse perspectives and validate findings. Clearly defining the problem helps focus efforts and resources where they’re most needed. By identifying issues accurately, you lay the groundwork for effective solutions and meaningful change.

When team members clash over manufacturing priorities, it’s usually a sign of misaligned goals—not bad intentions. I bring everyone back to the core objective: customer value and business impact. We map priorities against metrics like delivery timelines, quality standards, and resource availability. Then, I facilitate a transparent discussion where each team voices their constraints and trade-offs. Alignment happens when people feel heard and decisions are data-driven, not ego-driven. The goal isn’t compromise—it’s clarity.

EOS and the book 📕 Traction has a really great technique for coalescing around the most important issues. Have everyone vote 🗳️ on what they believe the biggest priorities should be. In my experience the top one or two receive big numbers and are key. Number three is often out of left field and leadership we’re unaware of. This way everyone is heard and agree to crack on to solve the top problems together.

Establish shared goals that reflect company priorities (e.g., efficiency, quality, delivery timelines). Clear, measurable objectives help unify decision-making.

Setting objectives is a critical first step in achieving success, whether in a project, career, or organization. Clear objectives provide direction, focus, and motivation. Use the SMART criteria—Specific, Measurable, Achievable, Relevant, and Time-bound—to ensure your goals are well-defined and attainable. Identify what you want to accomplish, why it matters, and how you'll measure progress. Involve stakeholders to align expectations and foster commitment. Well-set objectives guide decision-making, prioritize resources, and serve as benchmarks for performance, ultimately driving clarity and accountability throughout the process.

Clarity drives execution. When objectives are sharp, aligned, and understood at every level, teams move faster and with purpose. As leaders, it's our job to simplify the mission, set non-negotiables, and make sure every action ties back to the bigger vision.

Ensure all team members understand the "why" behind each priority. Use visual tools like dashboards or Gantt charts to make plans and progress visible.

Communicating clearly is essential for building trust, avoiding misunderstandings, and ensuring everyone is aligned. Use simple, direct language tailored to your audience. Be concise—focus on key points and avoid jargon unless necessary. Active listening, open body language, and asking for feedback enhance clarity. Written communication should be well-structured, with clear headings and bullet points when possible. Whether in meetings, emails, or presentations, clear communication promotes efficiency, collaboration, and better decision-making. It fosters a positive environment where ideas are understood, and actions are effectively executed.

I have seen great success when organizations put their employees through a communication program, ie: thecommunicationprotocol.com, as part of their onboarding process. It gives them a common language to reduce conflict, increase productivity and improve engagement both on their own team, working with other teams, and even working with customers and vendors. A program like this should be the prerequisite to all other workplace trainings… it lays a solid foundation to build upon.

When teams clash over manufacturing priorities—like speed vs. quality—clear, data-driven communication is key. In a past role, I facilitated a joint session between production and quality teams to map out goals and constraints. By visualizing trade-offs with real data, we aligned on a workflow that maintained output while improving quality. The result? Fewer defects, on-time delivery, and stronger collaboration. Communication turns conflict into progress.

Give teams the autonomy to manage their own workflows within the agreed priorities. Provide training and decision-making frameworks to support ownership.

Empowering teams means giving members the authority, tools, and trust to make decisions and take ownership of their work. It starts with clear communication of goals and expectations, followed by providing necessary resources, training, and support. Empowered teams are more engaged, creative, and motivated to perform at their best. Encouraging autonomy, recognizing contributions, and fostering a culture of trust and accountability strengthens collaboration and problem-solving. When people feel valued and capable, they take initiative and drive innovation, leading to better outcomes and a more resilient organization.

Empowered teams outperform. When people have the authority to make decisions, take ownership, and innovate, they move faster and smarter. Our role as leaders is to remove roadblocks, trust their judgment, and create a culture where initiative is rewarded.

Encourage cross-functional input (production, engineering, supply chain, quality) through regular stand-ups or cross-team workshops to build alignment.

Fostering collaboration is essential for driving innovation, efficiency, and team success. It starts with creating a culture of trust, open communication, and mutual respect. Encourage knowledge sharing, active listening, and joint problem-solving. Use collaborative tools and platforms to connect teams, especially in remote or cross-functional settings. Clearly define roles, goals, and expectations while promoting a shared vision. Recognize and celebrate team achievements to boost morale and unity. By fostering collaboration, organizations unlock collective strengths, enhance creativity, and achieve better outcomes through the power of teamwork.

Regular stand ups, status- target until next stand up, what needs to be escalated to who. Regular cross functional team building to help understand each other

I love this article. All of the forementioned components are critical. The biggest challenge most companies face (manufacturers included) is making alignment a continuous discipline, as opposed to a single or annual exercise. Why? Because change is hard in the beginning. The more you practice it, the less energy it takes. Continuous process improvement is what happens when alignment becomes a habit.

Create feedback loops (e.g., retrospectives, kaizen events) to assess what’s working and what’s not. Use these learnings to refine processes and priorities.