Organisational reviews
We redesign the company's structure so that roles, responsibilities and processes are clear and aligned with strategic goals: a more efficient, more accountable organisation that is ready for change.
The starting point
As they grow, many companies build up overlapping roles, incomplete information flows and slow decision-making. People get used to these inefficiencies, but they hold results back. A structured organisational review makes them visible and resolves them, with the full involvement of management and every level of the company.
What the company gains
- More efficient processes and procedures
- An organisation aligned with future strategic goals
- Clear accountability at every level
- Greater flexibility in the face of change
The process
How the engagement works
- 01
Analysis of the current structure
We map roles, responsibilities, information flows and decision-making through interviews with management and department heads. The result is an objective picture of how the company works today, including the overlaps and gaps that hold results back.
- 02
Design of the new structure
Together with management we design the new structure: organisation chart, job descriptions, delegated authority and key processes, consistent with the strategic goals for the coming years and with the people actually available.
- 03
Communication and launch
We present the new structure at every level of the company, making each person's role and responsibilities clear. A change that is understood is a change that lasts.
- 04
Support and review
We follow the first months of operation, measure results and correct what does not work, until the new organisation runs on its own.
Signs it is the right time
- Several people handle the same activity while others go uncovered
- Every decision, even operational ones, goes back to the owner
- The organisation chart no longer reflects how the company really works
- Growth has added people and departments without rethinking processes
- Information reaches decision-makers late or incomplete
What the company keeps
- Analysis of the current organisation, with issues and priorities
- New corporate, company and functional organisation charts
- Job descriptions with roles, responsibilities and delegated authority
- Map of key processes and information flows
- Implementation plan with timing and owners
Frequently asked questions
Does an organisational review mean cutting staff?
Not necessarily. The aim is for every person to know what to do and who to report to, and for the available skills to be used well.
How long does the engagement take?
It depends on the size and complexity of the company. The initial analysis defines activities, required effort and timing precisely, before any decision is taken.
Who needs to be involved?
Management leads the process, but we involve every level: department heads and staff know the processes better than anyone, and their participation is what makes the new structure work.
Let's talk about your company.
An initial, confidential and no-obligation conversation to understand where your organisation stands today and where it can go.