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.
While outlining your current and future goals in an organizational chart might seem like an outdated approach, this design method is a relevant and useful way to:
- Better understand the roles of employees and how their goals are aligned.
- Showcase to staff why their job functions matter in the overall organization.
- Outline how communication is routed throughout the company.
- Reveal the decision-making structure of the agency.
- Clarify career movement and development to retain talent.
- Highlight workflow and processes that ensure communication and collaboration between team members.
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.