organisational design

organize people and work differently, so it's right

The rapidly changing market with its economic challenges, new technologies, requested agility and new needs of employees, requires change. Fast adapting is key to keep up. Often hard work is put in to strengthen the external proposition and serve your customers beyond expectations. But how do you organize your own organization in these changing times? How do you translate the external proposition into an internal structure? And how do you organize yourself in such a way that employees qualities are flourishing, objectives are achieved, colleagues have the right focus and collaboration is efficient?

More and more often there is a demand to firmly establish the organizational structure and associated function profiles/house. The traditional "hierarchal layers" no longer seem to fit in that. But what then? There is more and more talk about self-management, but your successful competitor uses a completely different design. How can you make the difference?

the solution for organisational design

The internal structure and associated function profiles/house that an organization chooses determines how the employees act on a daily basis. And therefore how successful an organization can be. Organizational Design provides an organizational structure in which on the one hand the business objectives are achieved and on the other hand the employees can fully flourish their talent.

By putting the framework right, insight and clarity is created about who should focus on what, which competencies help the organization and how the company can grow. A strong foundation can make the difference at a higher level.

A good Organizational Design reflects the mission, vision and strategy of the company. And so Organizational Design is always tailor-made. Specific elements that are matching to the organization - such as your core values, the desired way of working, decision-making processes and forces that can be built upon - form the starting point for your design, together with explicit and explicit wishes. It is essential that choices in organizational design are always made aware of and fit the course of your organization.

rvdb helps with organizational design

It starts with you. With our knowledge of different ways of organizing and your criteria and wishes for the organization in mind, we determine the best design for your company to realize the ambition. In doing so, we not only look at which structure can best be "drawn out", but precisely how you can optimally move within it. After all, the golden rule at Organizational Design is: fix the structure last. That should be a logical consequence of your strategy, the desired way of working together, clear expectations, roles in the organization and a shared understanding of who should have what focus. Based on sharp analyzes, the best solution for your organization is devised and successfully implemented. We strive for a clear, functional, simple and supported design that is always tailored to the organization.

an example

A scale-up organization is growing steadily and needed to professionalize HR processes. Due to the growth, the first requirement was to set up a job family house and job profiles, but matching with this value-driven organization.

In addition to this question, a very clear need emerged from the discussions: The organization has a very clear external mission and ambition, but this has not yet been translated internally to employees. This makes it difficult for the organization to keep a grip on this mission and ambition and to be able to make adjustments.

As the start of the solution, we guided the organization through a strategy session. In this session, the external mission and ambition, together with the core values, have been concretely drawn in for the internal organization: What is our organizational culture and how do you contribute to that as an individual?

The outcome of this session has become the framework on which the entire HR policy is attached.

The end result for this organization was a completely new HR cycle, based on its own organizational values. The organizational values became part of the job profiles. The performance cycle is evaluated on the basis of the described organizational culture. Employees now have insight into the development paths and how they can lead their own development. The HR organization has been established and all elements are now present to foster organizational growth.

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