Action: Conduct a comprehensive review of the current roles within the organization. Work with department heads to clearly define each role, including specific responsibilities, required skills, and reporting lines. Document these roles in detailed job descriptions that are accessible to all employees.

Timeline: Complete role definition and documentation within 2 weeks.

Stakeholders: HR, department heads, leadership team.

Outcome: Clarity in roles and responsibilities across the organization, reducing confusion, overlaps, and inefficiencies.

Action: Evaluate the current team structure to ensure it supports efficient workflows and decision-making processes. This review should consider whether the existing structure aligns with the company’s strategic goals and whether there are any gaps or redundancies. If necessary, propose adjustments such as the creation of new roles, restructuring of teams, or reallocation of resources.

Timeline: Complete the team structure review within 1 month.

Stakeholders: HR, department heads, leadership team.

Outcome: A team structure that is optimized for the company’s current and future needs, enabling smoother operations and better alignment with strategic goals.

Action: Cross-check the newly defined roles with the existing SOPs to ensure that every responsibility outlined in the SOPs has a clear owner. Update SOPs where necessary to reflect changes in roles or responsibilities. This will ensure that all processes are properly managed and that there is accountability for every task.

Timeline: Align roles with SOPs within 2 weeks following the completion of role documentation.

Stakeholders: HR, department heads, leadership team.

Outcome: Full alignment between roles and SOPs, ensuring that all tasks and processes have designated owners and are executed efficiently.

Action: Communicate the updated roles and organizational structure to all employees. Conduct training sessions if necessary to help employees understand their roles, the roles of others, and how they fit into the broader organizational structure. Provide ongoing support to address any questions or concerns during the transition.

Timeline: Communication and training should occur within 1 month of finalizing the structure.

Stakeholders: HR, department heads, leadership team.

Outcome: Smooth transition to the new structure with all employees fully aware of their responsibilities and how they contribute to the company’s success.

Action: Implement a process for regularly reviewing the organizational structure and roles, particularly as the company grows or pivots its strategy. These reviews should ensure that the structure continues to align with the company’s goals and that roles evolve as needed to support new initiatives or changes in the market.

Timeline: Conduct reviews biannually or as needed based on company growth.

Stakeholders: HR, leadership team, department heads.

Outcome: An adaptable organizational structure that remains aligned with the company’s strategic direction, supporting continuous improvement and scalability.