Growth is exactly what you’ve been working for, but growth isn’t always sunshine and rainbows. Company growth—especially rapid growth—can be extremely hard to manage as you experience inevitable growing pains. If you need to realign your staff with your new business needs, consider these tips to get your whole team on board.
Communicate Your Vision
If reorganization is required for growth, share the news! Detail your successes in sales, margins, profits, and any other metrics that are important to your company. Then articulate your growth strategy. Share exactly what numbers you aim to reach, how you plan to get there, and the impact this will have on your customers.
Your goal is to recognize that the whole team contributed to your success. But to achieve even more success, the whole organization may need to change, and this creates opportunity for everyone. Communicate this vision at every level of the organization, over and over.
Organize Around Growth Vision, and Explain the Process
As you set new goals and the strategies for meeting those goals, create job titles and structure duties accordingly. For example, if your new agenda focuses on exceptional customer service, there may be new roles to create for tracking customer inquiries and complaints, and a need to reorganize so that the sales force, tech team, and customer care department work more closely together. Articulate the connection between these changes and your vision, and how this will impact the customer experience and help reach your goals.
Encourage Employees to Follow Interests
As new positions, departments, and responsibilities emerge, allow your staff to follow their passions. Incentivize managers to encourage members of their team to move around the company, instead of limiting your top performers to just their own teams. Study after study find that engaged workers are innovative and productive workers.
Ask Staff to Write Their Own Job Descriptions
Small companies can grow very quickly, and retaining the institutional knowledge of employees is paramount. Ask your staff and their supervisors to write detailed descriptions of how they believe roles—either new or existing—should be performed and monitored to promote the company vision. Then use this information in formal job descriptions, and direct new hires to be trained by the existing employees who created them.
Super-Charge Efforts to Create Cohesive Teams
When companies grow quickly, discontent in the ranks is a high risk—there are often many new faces who can be uncertain about power structures and have fears about job security. Double up on team-building efforts, including informal social events as well as constant communication to smooth transitions and promote collaboration.
Consider Breaking off a Newly Critical Function into its Own Unit
This tactic is especially powerful when the bulk of growth focuses on one area of business. For example, if a public relations firm aims to focus on building its digital marketing offerings, creating a separate digital marketing agency can help define this new service to both your clients and the staff, and make it easier to manage and grow.
Create Mechanisms for Giving and Receiving Feedback
Senior management should receive feedback as changes are happening. Create systems that track metrics as they are tied to these changes. Also, institute informal ways for employees to give feedback and generate new ideas for generating growth—this could be a CEO’s open-door policy, a weekly town hall meeting where every team is expected to share feedback, or a program in which individual workers can suggest ways to improve workflow processes.
Bake Innovation into the Organization
Growth depends on new ideas, which can be generated at every level of the company. When you’re making changes in human resources, team structures, and company policies, keep innovation in mind.