Businesses need the skills and talents of human capital in order to optimally perform and grow the system.  Are you sure that members of your team are aware of what is expected of them? Revisiting job descriptions, evaluating overall performance and having a strategic look at the future enables organizations to be current to the demands of today while adjusting their structures accordingly. Having the appropriate structure is vital for meeting aims and objectives.  All businesses need to undergo org changes throughout different growth life cycles.  Clarity on roles and responsibilities and the respective communication to personnel contributes to higher levels of performance, making for a well-managed organization.  

Outdated Orgs Contribute to a Dysfunctional Culture

Maintaining a healthy culture is vital to performance and the overall longevity of a firm. Personnel who have been around for longer periods of time may cling to old ways of doing things, resisting adjusting to the new necessary operational frameworks to accommodate current daily operations as well as future growth.  Revisiting job functions and outlining who is responsible for what, ensures that there are no existing contradictions within roles, which could be creating conflict between business units due to a lack of understanding of what is expected from each member of a team.  

Hire the Right People for the Specific Skills Requirements

Without knowing the requirements for the positions/functions that need to be filled, organizations run the risk of hiring the wrong candidates to do the jobs that were poorly defined.  Having a clear understanding of what you need in advance ensures you hire the right people.  What and who will be required for continued growth? Ensuring you have adequate staff to execute plans and goals prevents employees from burning out that are carrying heavy workloads.  Job descriptions that are written to fill the gaps in org requirements allow for recruitment efforts to find the skills that the company requires specifically.

Collaborative or Competitive? Empowered Employees Get Results

Whether an organization has unnecessary hierarchies that prohibit efficiencies or teams in different departments are working in silos, there are higher chances of collaboration and sharing of work collaboratively when roles and responsibilities are made clear.  Defined relationships and reporting structures between business units and departments defines how they interact with each other.  Redundancies are also avoided which results in saving in wasted labour costs with the right reporting structures in place. When teams have resources and know what is expected of them, and who they report to; they are empowered to make the right decisions and invest their time into activities that further the interests of the organization.

Leading from the Top: Successful Change Management

Channels of communication determine the success or failure of a team. Without the proper communication plan in place for implementation, teams are unable to fully thrive and risk failing to perform. Organizations rarely show people how to operate in a new structure which impacts the overall effectiveness of the changes attempting to be made. Leaders in orgs can help employees with their expectations made clear, and with the company’s org change readily available so everyone has access to how the organization is supposed to function.