Is It Time for an Organizational Re-Set?

In my recent experience working with high performing companies, a common area of need has emerged. Organizational structure and design, largely overlooked or at least undervalued, is coming into sharper focus as team members become increasingly concerned with job titles, areas of responsibility, and where they are positioned on the organization chart.

In preparing for a strategy and planning session, there are several documents I will request for review. One of these is the organization chart. This is often met with hesitation and, at times with some degree of embarrassment. It seems the “org chart” is either incomplete, not up-to-date, or missing entirely. Others have one but don’t share it with their employees. The thought seems to be that no one really looks at it anyway. Employees tell a different story.

Team members have an active interest in where they stand in the organization and how this compares with their colleagues. Reporting lines need to be clear and levels of responsibility and authority well documented and effectively communicated organization wide. And titles need to have real meaning.

It is not uncommon, especially in closely held businesses to treat titles as some sort of award to recognize and even placate team members. While not badly intended, this approach can serve to confuse the individual and team members as well. Cynicism is in play when a “VP in name only” struggles and is often overruled or must defer to their direct report.

Organizational structure and design can be a real advantage and can serve as an effective communication tool to keep employees informed and engaged. As the business evolves, organizational changes should be reflected in the structure and design of the enterprise.

For more information on aligning your organization for future growth, contact me at joe@ajstrategy.com