Every organization says they value collaboration. But how do you actually know if teams are working together effectively, or if invisible walls have formed between departments? Traditional metrics like project completion rates and meeting attendance don't tell the full story. The answer might be hiding in an unexpected place: your recognition data.
The Silent Silo Problem
Silos don't announce themselves. They form gradually, often without anyone noticing. A team that used to collaborate freely with others starts keeping to themselves. Knowledge stops flowing between departments. Innovation slows because ideas aren't cross-pollinating.
By the time silos become obvious, they're deeply entrenched. Managers might notice symptoms - duplicate work, communication breakdowns, the classic "us vs. them" mentality - but by then, the cultural damage is done.
What if you could catch silos forming before they become problems?
Recognition Patterns as a Cultural X-Ray
Here's an insight that changes how managers think about workplace culture: who recognizes whom tells you more about real collaboration than any org chart or process document.
Think about it. When someone takes the time to recognize a colleague's work, they're revealing something important:
- They're aware of what that person is doing
- They understand how that work creates value
- They feel connected enough to acknowledge it publicly
Now imagine tracking these recognition patterns across your entire organization. Suddenly, you have a map of real working relationships - not the theoretical ones on paper, but the actual connections that drive collaboration.
Inside vs. Outside: The Key Metric
The most revealing metric in recognition analytics is deceptively simple: what percentage of recognition stays within a team versus crossing team boundaries?
A healthy, collaborative organization shows a balanced mix. Teams recognize their own members for day-to-day work, but there's also significant cross-team recognition happening. People notice and appreciate contributions from other departments.
A siloed organization looks different. You'll see teams that give 90% or more of their recognition internally. They're not unappreciative - they simply aren't aware of or connected to work happening outside their bubble.
What the Numbers Tell You
Here's a rough framework for interpreting team recognition patterns:
- 70%+ internal recognition: Potential silo forming. The team may be isolated or not collaborating effectively with others.
- 50-70% internal recognition: Healthy balance. Team has strong internal bonds but maintains external connections.
- Below 50% internal recognition: Worth investigating. Could indicate strong cross-functional work, or possibly a team identity issue.
Finding Your Bridge Builders
Some people naturally connect teams. They're the ones who understand multiple departments, translate between different working styles, and make introductions that lead to collaboration. These "bridge builders" are invaluable for organizational health.
Recognition data reveals who these people are. They're the ones receiving props from multiple different teams. They're also the ones giving recognition across team boundaries, because they're aware of good work happening throughout the organization.
Once you identify your bridge builders, you can:
- Ensure they're not overloaded (they often are)
- Include them in cross-functional initiatives
- Learn from their relationship-building approaches
- Celebrate and reward their connecting role
Spotting Engagement Gaps
Recognition analytics can also reveal individuals who might be falling through the cracks. Someone who neither gives nor receives recognition across team boundaries might be:
- New and not yet integrated
- Working in isolation (by choice or circumstance)
- Feeling disconnected from the broader organization
- In a role that genuinely doesn't require cross-team interaction
The data doesn't tell you which one - that requires a conversation. But it does tell you where to look and who might need attention.
How Propsly Makes This Visible
Propsly's Pro tier includes analytics specifically designed to surface these patterns. The team breakdown dashboard shows, at a glance, how recognition flows within and between teams.
Key features include:
- Team Props Breakdown: Visual representation of inside vs. outside team recognition for each team
- Bridge Builder Identification: Automatic recognition of people who connect teams through cross-boundary props
- Engagement Gap Detection: Identification of individuals with low cross-team engagement who might need support
- Trend Analysis: Track how patterns change over time to catch silos as they form
Taking Action on the Data
Data without action is just noise. Here's how managers can use recognition pattern insights:
For Teams with High Internal Recognition
- Create more cross-functional project opportunities
- Include members from other teams in relevant meetings
- Encourage job shadowing or temporary rotations
- Investigate if processes are creating unnecessary boundaries
For Individuals with Low Cross-Team Engagement
- Have a 1:1 to understand their situation
- Look for opportunities to expand their exposure
- Connect them with bridge builders who can help
- Consider if their role design is contributing to isolation
Organization-Wide
- Set goals for cross-team recognition ratios
- Celebrate and highlight cross-team collaboration publicly
- Use Bridge Builder awards to incentivize connecting behavior
- Review the data monthly to catch trends early
The Bigger Picture
Recognition isn't just about making people feel good (though that matters too). When tracked and analyzed thoughtfully, it becomes a powerful diagnostic tool for organizational health.
Silos form when people stop seeing beyond their immediate team. Recognition data makes visible what's otherwise invisible - the real patterns of connection and collaboration that determine whether your organization works as one unit or a collection of isolated groups.
The question isn't whether silos exist in your organization. They probably do. The question is whether you can see them early enough to do something about it.