The last few weeks have focused on how leadership values are the foundation of workplace culture, and how decisions made by the executive team impact the working environment for employees. This week, we are going to jump into the next step to bring people into the workplace setting that was created.
Sometimes it is hard to find a moment to breathe when your business is going full-speed, but this is actually the exact time when you should take a pause to plan out the next steps for your growth. When you feel that burnout is just around the next bend and the answer is to hire help, you have two choices.
The first option is to spend time envisioning your future company and all the people that you will need to make it possible on your own using internal brainpower. The second option is to engage help from an Organizational Design or Workforce Planning specialist to support your growth plans. Either way, it is always a good idea to be forward-thinking. Below are some tips to get you started.
Let’s begin by looking at the current state of affairs. Start by examining who is on your existing team. It might be easiest to draw it out in an Organizational Chart. There are a multitude of tools to help you create these visuals. Depending on the complexity of your organization, you can use MS PowerPoint or MS Word or take it a step further with MS Visio. By doing so, you will be able to pinpoint the organizational hierarchy and reporting relationships between people.
At this point you will start to see the gaps in your organization. There may also be indications that signal you might need to rearrange teams for enhanced collaboration. The next step is to start deciding which vacant positions are critical to your business viability, and ensure that you start to put together a staffing plan to fill those spots. We will look at this topic in a future post on how to build a robust recruitment process.
It’s a Tool, Not Wall Art
After you have outlined your current company structure and identified who you need to continue growing, you should have two visuals: (1) Current Organizational Chart and (2) Future Organizational Chart. Do not let these sit on a wall or get lost in a shared drive on your computer. If you take the time to ensure that it is maintained and updated on a regular basis, you should be able to monitor headcount to prevent the need for structural layoffs or focus on strategic recruitment so that you don’t get caught off-guard by talent shortages that could negatively impact your business operations.
Depending on the size of your organization, it might be a good idea to include an Organizational Chart in your New Hire Package. It doesn’t have to include details of every employee, it could be a simple snapshot of the main departments that exist. This information could be useful for new employees in understanding where they fit within the larger organizational context.
You can also use your Organizational Chart to do space planning, because it gives you a base information on who and how many people must be given a workspace. By understanding which teams will collaborate the most, you can place their workstations closer to encourage cooperation and strategically place common areas. This forethought can positively impact knowledge sharing within the organization.
In turn, you can combine your Organizational Chart and Floorplan for emergency preparedness planning, so that you can situate life-saving equipment in accessible spots, designate the appropriate number of fire wardens, and plan escape routes based on the number of people that are working in a particular area.
As you can see from these examples, it is best to develop management tools that are inter-connected. That way each aspect of your organization is aligned. If your company needs help with Organizational Design or Workforce Planning, please feel free to contact an HR Services Consultant at Honiva Consulting Ltd. for help with the initial planning process. Should you need help with Emergency Preparedness Planning, we would be happy to direct you to other professional resources.
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