Services

Organisation design that ensures you can meet demand

Organisation design

What we’ve learned about determining the optimal organisational structure is that structure isn’t always the best solution. While ‘sticks and boxes’ (your new and improved organisational chart) can give people a sense of where they belong, that alone doesn’t resolve tensions and make interdependencies explicit.

For service functions, the cues that it’s time to reshape structure include:

  • Your people are struggling to find capacity to deliver the services their (internal or external) customers are seeking

  • Your business is asking for additional, new or different services and channels

  • You need to make a shift from transactional services to creating capacity for more strategic and context-specific advice

  • Increasing and unsupportable service demand indicates scalable, self-service may be required

Details

Traditional organisational design determines the optimal structure, including purpose, reporting lines, and role requirements (including critical capabilities). We guide our clients through a clear, proven process which reveals the optimal structure. It’s robust, logical and positions decision makers to clearly explain the trade-offs that have been evaluated and decisions made in determining this new state.

We also recognise that it’s critical to identify what needs to be in place to enact any new or adapted structure, so that it works as effectively as intended. We work with you to define interdependencies and handovers, and new or adapted expectations and ways of working. Without attention on the cultural implications of structural change, it is rare for the benefits to be realised.

The tools we use depend on our clients’ context - we ensure our advice can be integrated into existing procedures, documentation and practices, so that changes stick.

Outcomes

The transition to new structures, from current state, requires careful planning, consultation and change management. Perspectiva knows that when organisational design and the associated implementation is done well, your people will see and experience:

  • Agreed and clear ways of working and accountabilities, including obligations and handovers between departments and teams

  • Clarity on the work to be done (including services to be delivered, both internally and externally)

  • Sufficient capacity and capability available for the most important work

  • Workflows and processes line up with new accountabilities