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. According to the Marketing Agency Growith Report 2018, 67% of agencies intend to hire more staff in the upcoming year. 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Use a design model for outlining agency's current and future goals instead of using the outdated organizational charts in the past.
How to design Org Charts for 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 a company organization chart 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 to design an agency organizational chart, we’ve put together a free ebook on the issue -- The Guide to Agency Org Charts. In this guide you'll see the organizational structures of inbound marketing agencies of varying sizes and specialties.