Org design project steps
Being asked to plan and execute an org design is an intimidating task. If the past has taught us anything, the best way to set yourself up for success is to set a clear strategy and to conduct efficient workforce modelling in a tool that enables you to assess the impacts in real-time. Here are 5 quick steps to help you run a smooth org design project:
| Step 1 | Initiate organisation strategy |
| Step 2 | Data in |
| Step 3 | Assess the current state |
| Step 4 | Design, test & recommend proposals |
| Step 5 | Rollout the future structure |
1. Initiate organisation strategy
The organisational decision makers must first set strategic and operational priorities. By defining the reasons behind the change and setting specific goals, it’ll be easier to keep everyone aligned and to track your progress. Assemble your team and kickstart your org design project.
Org design project overview
2. Data in
First let’s cover one of the core building blocks of an org design project, quick and easy access to clean HR data.
Combine all relevant people data into one tool
Automate recurring refresh for always up-to-date data
User-based access for secure sharing across your org
Fix broken reporting lines & errors
Single source of truth
A key challenge for HR is creating a complete picture of your workforce in one place. Having a reliable source of truth means:
Get a clear view of your current state for analysis
Leaders access to one pool of data for reporting
3. Assess the current state
Org charts are useful for mapping out reporting structures for employees. This allows you to better understand the current state and openly share information. They also enable org design teams to create and test ‘future state’ proposals, providing clear visibility of quick wins for improvement and strengths to protect. Org design tools help by highlighting:
Here’s some view examples that help with workforce analysis. Drill up and down layers quickly and highlight opportunities where changes will make the biggest impact:
By accessing strategic views of your workforce, you can explore proposals in depth. Have all the information you need in one place, so you can be certain which ‘future state’ proposal is the best fit.
4. Design, test & recommend proposals
Why is it important to have an effective organisational design? So workflows run smoothly and so people know where they sit and how their work contributes toward the overall direction of the company.
Use the simulation feature to take a snapshot of your structure, so you can easily create a new workforce design with drag and drop – without altering your core HR data.
Some key benefits of using a dedicated org design tool:
Position or person based org charts
Secure collaboration for fast approval
Below is an example of a restructure use case, using visualisation rules & a sunburst view to quickly drill through lots of levels of data. This view allows users to quickly identify where to start addressing risks in the business and workforce costs.
By using a tool to design your workforce changes, you can see real-time updates to your people metrics along with every decision you make. You can even access an org design dashboard that will provide a high-level overview of the impact that your proposed changes will have across the organisation.
When the proposals are tested against the strategic and operational business priorities, a preferred design emerges. Once you understand the gap between current and future state, it becomes much easier to zero in on actions. Next, it’s time to translate the preferred design into a top level, detailed organisation chart.
5. Rollout the future structure
Once an org design proposal has been approved, a solid roll out plan is essential for a successful adoption. Some best practices for delivery include:
By using an org design tool to share your future org structure, you’ve already done the groundwork to communicate your plan. By allowing your entire team to independently view the new structure, employees have time to process where they fit and can quickly understand big picture changes.
What others have to say
Our people and leaders use org.manager charts on a daily basis. Access to real workforce insights has helped leaders make more informed decisions.
Maria Soo, A/Lead Workforce Planning, Ambulance Victoria
Want to learn more leading up to your org design project? Download our free PDF covering the 6 key aspects of organisation design, more specifically:
- Building a set of common organisation design principles
- Understanding your structure options
- Managing your organisation design as a project
- Selecting and implementing the right fit
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