Company Organizational Chart
[noun]
A ‘company organizational chart’ (often called an org chart) is a diagram that shows the structure of an organization and the relationships and relative ranks of its parts and positions/jobs.
As netamorphosis is a result-driven business enterprise, fostering a cross-functional team approach, understanding and assessing the organizational structure and organizational hierarchy of the companies we work with is fundamental within our Strategy work and planning – no matter the size and/or scale of the company itself as it would guide us towards making strategic decisions that can ensure successful planning and implementation. Through this work, we would capture the current status of things, and plan around it.
Company organizational charts can actually serve different purposes and as such can be structured in different ways. Often times these purposes overlap: at netamorphosis we use org charts as a management tool and/or for planning purposes, but they can also be used as a simple personnel directory. In fact, org charts are a direct emanation of a company’s culture as they show how a company works: clarify roles and responsibilities within a company, while also ensuring streamline communication across departments. This makes them one of the preliminary items we would look at within the first phases of the neta growth process.
3 Types of Org Charts
- Hierarchal: this is a rather common pyramid-shaped type of chart, displaying higher ranking figures atop and lower ranking at the bottom. Grouping is done based on function (i.e. digital, design, PR, HR,…) and each of the employees is paired with one supervisor.
- Flat: this type of chart—also known as horizontal chart—is frequent within start-ups as it generally fits companies in which managers and staffs are likely to share responsibilities and decision making processes. Flat org charts would normally also encourage more involvement from all employees.
- Matrix: matrix organizational charts look like a grid and are a bit more complex, as they would group individuals based on their capacity/role as well as based on the teams/special projects they belong to – also showing the people they would report to within each.
In all instances of bringing a brand to market or devising a growth strategy that calls for reinforcement in order to stabilize a growth trajectory and support a more diverse distribution and marketing strategy in the market, org charts typically help us map out the work flow and infrastructure required to achieve that next growth iteration, and ensure we meet and exceed clients’ expectations and KPI's by really putting into good work all available capacities – outsourcing for the ones that are missing.
In almost every type of client engagement we take on, during the ‘launch’ or ‘re-launch’ or now in our performance management service, netamorphosis ultimately serves as a CMO/COO or Executive Producer ensuring all resources are brought on board and equipped with the appropriate role and responsibilities to support the growth strategy we would have formulated. The result is a cross-functional and agile team: a mix of internal staff/resources, 3rd Party contractors and consultants and even intern/administration support (i.e. hands on deck).
In fact, the A-to-Z of services we would develop are based on a ‘partnership’ type of relationship rather than a client/service provider one. This represents a win-win situation for our clients, not just in terms of efficiency and coordination but also in terms of results and costs, as this would also bring a greater growth (3-year CAGR) and saving of almost 20% of the average spent.
