Organizing Your Organization: Why Even Small Businesses Need Roles Assessment

Increasing client complaints, lowered morale, and energy amongst your employees or stagnant sales can be attributed to different things.

It could be the change in the quality of your products or services, your lack of engagement with employees, or because of possible flaws in your organizational structure.

Assessing or re-assessing organizational charts isn’t only reserved for medium to big companies. In fact, you can do your small business a favor by examining again the different functions and roles you and your employees have — and whether or not they are still effective or could be more effective in reaching your goals.

Here are some tips to help you along the way.


Functions vs goals

It’s logical to have an organizational structure built around the different functions that operate within your company, as most organizational structures are. But having one that is goal-centric could make it even better.

In re-assessing current roles, always compare it against the goals of the company and of that department. Gauge whether the current practices, bylaws, and functions still apply.

If they do, then great. But then the next question to address is how effective it is in doing so? If it’s at 70% efficacy, then how could it be placed up a notch or two?

Again, it boils down to how well the standing criteria meet the goals or the result you want to achieve.

That being said, how about meetings? There are things that cannot be addressed via email. Hence, the meetings. That is, if our meetings are effectively structured.

Every role has a function, but every function must be aligned with the goals of the whole.


Employee’s POV

Sometimes, to fully see the whole picture, you have to look at it from different angles.

And what has been proven to be helpful by many managers and business owners is to see things from the employees’ point of view.

Ask around those who get to interact with not only your customers but with their fellow workmates as well, on a daily basis. Tell them that it is part of your effort to improve things, and chances are high that they’ll be more than willing to give their insights.

This could be a chance for you to see where possible bottlenecks lie in the process. Apart from this, you also get to look at your business’ operations from various angles and gain more understanding that you could later share with the rest of the team.

After getting re-assessing the roles and getting feedback from your employees, now you can design an improved version of your organizational structure, and even, a new workflow for your daily operations.


Execute. Analyze. Give it time

Now, it’s time for executing your new game plan.

Just remember to explain everything well and that the very intent of the changes that will soon be effected is for the benefit of the company and its employees.

Once the new system or structure has been implemented and you’re certain that everyone is settled in their new roles or that necessary adjustments had already been made, then that’s the time to reap in the reports on the results.

Give things time to mature or develop, and of course, get feedback from your employees on how the new implementations have affected or improved their work.

The end of analysis is due action. May these tips help you get ready for even bigger things that may come your way.

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