Many agencies grow organically -- you add a new client, so then you hire a new account manager. A client asks for ongoing website work, so you hire a developer. Hiring is reactionary.
This approach is fine, but it is far from optimal. Especially when your firm becomes more skilled in forecasting sales, managing growth, and selling retainer-based work. You can better predict your financial health six or even 12 months in advance, which means you also can predict hiring needs.
Use a design model for outlining agency's current and future goals instead of using the outdated organizational charts in the past.
Guide To A Design Model For Outlining Agency Goals
- Understanding the roles of employees & their goals alignment
- Showcasing the impact of staff’s functions to the overall organization
- Outlining the communication pathway throughout the organization
- Being transparent of the decision-making process
- Communicating career movement & development for retaining talent
- Highlighting workflows to ensure communication & collaboration in teams
Designing an organizational structure is no easy task. You can take a functional approach, where you organize people based on their job duties. You can also organize your staff around programs or initiatives. Most likely, you will create a document that is evolving and a combination of different models. In the end, it should work for you and your staff, and it should prompt you to consider on a regular basis how you want to grow and how you will grow your staff.
To help you get a better view of how agencies actually design their organizations, we’ve put together a free ebook on the issue -- The Guide to Agency Org Structures. In this guide you'll see the organizational structures of inbound marketing agencies of varying sizes and specialties.