An organizational chart is a hallmark of the corporate age. It shows who is responsible for what, and who reports to whom. This can help people clarify precisely what their duties are. It can also create problems if it limits employees to their job description. An organizational chart can be a help or a hindrance, depending on your organization and how you use it. Here are some ways to determine if an org chart is right for your company:
Conflict of Duty
Do you have employees covering the same areas at work? Are they sometimes in conflict over where one person's responsibility begins and the other's ends? An org chart will help to clear that up, as it includes a clear delineation of everyone's duty and title.
Who’s Bossing Whom?
In small organizations, not having official titles can help to create a certain atmosphere of friendliness that works very well for some companies. In other companies it’s a recipe for territory wars and other unnecessary conflicts that lead to problems for the entire organization. An org chart can clear these problems up, showing exactly who is in charge of whom. This can quell petty fights and bickering that take time away from the real mission of your organization.
You might find that you spend far too much time dealing with problems that are far below your pay grade. If this is the case, an org chart might help. Org charts help to clearly show what tasks are delegated to whom. Rather than having people come to you with very minor, small concerns that could be handled by one of your deputies, employees can simply look to an organizational chart to see whose domain one task or another falls underneath.
If you’re getting complaints from one department saying that they are short staffed because other departments are taking personnel away from other departments, it’s time for an org chart. You will clearly assign people to departments with supervisors who can accept or decline requests for extra personnel. You can also have supervisors who supervise various departments and can make a decision in the case that there is a conflict.
Mediating Conflicts Between Managers
Often times you’ll find that as your organization grows, there might be a number of arguments between different department managers. Some of these might be petty, personality-based arguments. Others might be real disagreements about how to run the organization. An org chart will help on two fronts: First, it will show very clearly who is in charge of whom. Second, it will provide for managers of managers (senior management) who can help to resolve and defuse conflicts between different supervisors as they occur.
Many Hats -- But What Are They?
Coming up with an org chart doesn’t mean that you can’t still have employees wearing many different hats. However, with an org chart their shift in focus won’t be a burden to your employees. On the contrary, it can free up time that is otherwise spent in dispute or confusion. If your company is working fine without an org chart, why fix what isn’t broken? If you see room for improvement from an organizational chart, start talking to your management team to see how to implement it at your company.
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