We already know all about the importance of structure in relation to business growth.

When we say “structure”, we’re talking about identifying and understanding all the knitty gritty, nuts-and-bolts stuff which enables your business to function – the different mechanisms that make up the machine.

In this blog, we’re going to go beyond that and start to look at the people working for you in a bit more detail.

Remember, your staff members are among your greatest assets, and a great deal of your success depends on them.

How structures evolve

Once you know where your business is headed, you can begin to take a look at who does what and why.

When a business is in its infancy, important systems tend to evolve organically. The atmosphere is likely to be relaxed and less formal or corporate as small teams undertake various responsibilities in an ad-hoc manner.  

Whilst this can be great during the early days, as a business begins to grow and change, and individual workloads increase, a continued relaxed or unstructured approach may not work as well as it did initially. 


As your business grows, everyone’s workload will increase. Subsequently, you’ll have less time to spend with your staff, explaining how it is you’d like them to do things and what you expect of them.

Your staff, too, will be undertaking new tasks and shouldering new responsibilities. If they don’t know who to turn to when things get confusing or they make an error, things can go awry pretty quickly.

Widespread confusion and staff dissatisfaction, as well as a drop in productivity, are all symptomatic of a lack of structure.

Now, we’re not claiming to have a magic wand, one swipe of which will make all your problems disappear, but we might just be able to help you to untangle a few knots; so you can gain clarity and implement the sort of structure that’ll serve you well for years to come.

Get creative!

Right, first things first, we need you to get creative and draw up a little something we like to call an “organization chart”.

Don’t panic, you don’t need a Masters in PowerPoint or Google Slides to do this; just create a simple diagram showing exactly where your team members stand in relation to each other.

Done? Great. On to step two: writing job descriptions.

A word of warning: writing job descriptions for your existing team members (and even new members of staff) can prove really tricky, and you may need to call in the experts (us!) if you want the job done well.  NB Googling a template just won’t cut it as it may not meet current legislation or even be relevant to this country’s employment laws.  

Here at SCHR, we appreciate that every business is different, yet we’ve found that most employers have struggled – at one point or another – to craft proper job descriptions for their employees, leading to structural complications down the line.

To find out more about some of the HR services that we offer, click here.

It’s good to talk

Once you’ve drafted your business structure and written up your job descriptions, you need to share your findings with your staff.

Remember, your team members need to know and understand where they fit and what their responsibilities are if they’re going to work well together.

Too often, we assume that our employees just ‘know’ what they are doing, who they report to, and what is expected of them.  

Well, they might not, so you need to be as clear as you can with them.

Just remember, this doesn’t have to be an expensive or arduous exercise – especially with external help – but it is really important that you get it right if you want to avoid future meltdowns or issues. 

Get in touch

We love working with a variety of businesses and business owners – whether new on your business journey or well established. We are HR experts who love nothing more than helping you get the people stuff right – whether supporting an existing HR team or working on a project  by project basis.

Give us a call on: 01243 717693 or message us directly