Do you know the best way to arrange your teams, roles and workflows so that everyone knows what they need to do, how they fit into the bigger picture and how they can work together efficiently?
Think of it as being like building the foundation and structure of a house. If the design is strong and well-thought-out, everything inside runs smoothly, making improvements easier.
If poorly designed, things start to break down, making it harder to grow and adapt.
• Are my employees in the right roles, and do they know what’s expected of them?
• Is communication flowing easily between departments?
• Are decisions being made quickly and effectively, or are there bottlenecks?
• Are my processes and systems set up in a way that helps the business to move towards its goals?
It creates a well-structured, efficient framework that directly aligns with the company’s strategic objectives.
It ensures that the right people are in the right roles, with clearly defined responsibilities and reporting lines, so that everyone understands how their work contributes to the company’s goals.
In short, a well-designed organisation is better equipped to scale, adapt and seize new opportunities, driving sustainable growth.
Building an organisational structure is the same as building a house.
First, you design it and then you build it.
However, businesses often grow from the ground up, meaning we find ourselves with structures that have evolved rather than designed with intent.
If you were to start from scratch and redesign your business to best meet its goals, would it look the same as it does now?
If not, it may be time to rethink your structure to ensure its fit for growth, scalability and long-term success.
Let's look at the top 3 growth models and explore how your Organisational Design will need to be adapted to suit each growth model...
In these early days, it is common for roles to overlap—for example, the Finance Director may also handle HR. This is fine when you're small and lean, but, as you grow, you must ensure that roles are clearly defined for future needs.
If talent acquisition is key to your growth, make sure this responsibility is clear, even if someone currently holds the role with multiple hats. You can plan and budget for the new roles you need as you grow.
Your Organisational Design should aim for standardisation if you plan to grow through acquisitions. This means having processes and systems in place to integrate new businesses into your structure easily.
If you're entering new markets or launching new products, you may need to structure your organisation by division or business units. This allows you to track performance by unit and either centralise or decentralise functions based on the specific needs of each division.
A matrix structure may also be helpful, allowing for multiple reporting lines and supporting flexibility across different business areas.
Once you have designed your organisation or built your ‘wall’, you’ll need to step back and review it regularly to ensure that it remains fit for its intended purpose.
While we are all aware that restructuring constantly can cause fatigue and anxiety, taking a regular 10,000ft view of the structure and adjusting as required will be a necessary part of your strategic alignment.
We operate in agile markets and our organisations must respond to the changing market conditions by being agile and flexible.
We're here to help
Organisational Design is a vast task that can be daunting. This is where the expertise of an HR consultant can help.
We have:
• Experience in designing to deliver against a range of different strategic outcomes
• Seen what has worked well and what has failed
• Insights into different sectors that may take an entirely different approach to Organisational Design
• Experience with the peripheral elements like systems and processes to support your wider design.
If you have any questions or require any support, please contact Amanda at HR Solve it - hello@hrsolveit.co.uk
© HR Solve It 2021-2025 - All Rights Reserved
| Company Number: 13590911 Registered In England & Wales | Website by 
| Privacy Notice & Cookie Policy
| Update cookies preferences