Analysing your business’s organisational structure may bring down your overheads, increase employee satisfaction, and improve productivity.
- Determine where changes in your organisational structure, company structure, and team structure may be needed by using surveys and meetings with managers, executives, and Board members.
- Create a report that suggests how to improve how the business runs.
The way you choose to structure your organisation will have a significant impact on how it develops. For example, your teams will develop expertise based on the regions they work in or the beneficiaries they work with. As you develop your organisation, take a moment to think about what kind of structure will work best for your business.
If you aim to build an agile, responsible, flexible, fast moving, and proactive organisation, you will need to be able to entrust decision making to front-facing staff. This often means that mistakes may be made, but your team will move forward, choosing not to focus on bureaucracy or hierarchy.
If your team structure allows for immediate and creative responses, this may work well. However, if your organisation is highly detail-oriented, you may want to create a more hierarchical management structure that allows for thorough analysis, checks, and feedback by management before tests, revisions, and possible implementation. This places an emphasis on getting it right but is considerably more time consuming.
Many organisations operate somewhere between these two company structures, with flexibility in some areas and greater managerial involvement in others. Flatter organisations are often more creative, while business structures with significant managerial presence will move less quickly.
The Essential Guide to Scale Up Challenges
Learn about how to overcome the challenges when scaling up your business
Other strategic challenges you may be facing:
❖ Mentoring – learning how to run a business is a process that never stops. Mentoring can help you learn what you need much faster than letting it happen naturally. Their experience can support you through the new challenges of scaling up.
❖ Remuneration – executives need compensating for their time on the Board. This isn’t a decision to be taken lightly and needs careful consideration to find the right package for your Directors. You want to stay competitive without costing the business more than it can afford.
❖ Succession Planning – when you or any other senior employee leaves the business, how will it manage without you? Without proper succession planning, losing the business’s leaders can mean the loss of more than just the individual. You want to ensure your business can stand the test of time, no matter the people at the helm.