Organizational problems in the company - how to deal with them?

Chaos, the lack of a person responsible for decisions and ineffective procedures - these are the organizational problems in the company. How to deal with them and prevent them for the future? We advise.

Organizational problems in the company - system error

Many companies are established spontaneously and operate for a long time thanks to the owner's intuition. However, a company cannot always function like this. Many company founders are proud that they treat every situation in the company individually and respond to each e-mail personally. However, this significantly slows down the functioning of the company and translates into organizational problems in the company. To prevent them, it is worth looking at the areas where the same situations occur most often. This can be:

• customer service,
• answering questions,
• team conflicts,
• supply chain locks.

You can automate each of these processes to some extent, helping your business run smoothly and freeing up your time. Regular audits are used to diagnose problems. A marketing, customer service or supply chain audit can be traced step by step customer path do delivery. After defining the organizational problems in the company, it will be necessary to introduce new processes. They can consist in defining a responsible person and implementing scripts, scenarios and behavior templates. Follow the link on this way of dealing with organizational problems in the company on the example of this, how to optimize the marketing process.

Organizational problems in the company - lack of management

Very often organizational problems in a company result from fuzzy responsibility. Inexperienced company bosses often trust the employed people without limits and do not verify the scope of their tasks. In the extreme case, competencies are not

assigned to a specific person. Therefore, in order to eliminate organizational problems related to management in the company, it is worth:

Define decision-makers and responsible persons,

Define time frames and procedures,

· To hold heads of departments and employees to account for the effects,

· Define how problems are reported.

It is worthwhile for the owner of the company to be responsible both for the distribution of daily competences and for the overall strategy of the company. Saving and defining it allows all employees to correct the direction on an ongoing basis. That is why it is so important that you know what are:

• mission i company vision,
• marketing goals, sales, etc. companies,
• strategy: communication, management, employment.

This is not only symbolic. It also allows, in a moment of hesitation, to reach for ready-made patterns, without the need to define goals each time anew. Less often, but it also happens that organizational problems in the company result from communication errors. Goals and vision are defined but… nobody knows about them. Then it is worth trying to keep employees informed about the procedures, expectations and strategies. Communication can be opaque, disrespectful or late, and these are just a few examples of communication problems in a company that affect the management organization.

When the problem is the human factor

Organizational problems in the company also often concern employees. The reasons are:

· staff turnover

Usually it is a symptom of organizational problems in the company. The reasons can be found out by conducting an anonymous survey among employees. Sometimes it is worth asking someone from the outside who will audit the company and objectively find out what is wrong. Staff fluctuations are often caused by unattractive financial conditions, a bad atmosphere at work or the lack of development prospects.

· incorrect model of personnel policy adopted

There are also trends among the models of personnel policy that change with the times. Today, for example, aggressive elimination models, such as the sieve model, can strongly discourage job candidates. It is worth consciously adopting the HR policy model and clearly communicating to employees what to expect.

· low employee motivation

Behind the low motivation are problems with an appropriate system of rewarding employees' achievements. It is mainly about finances, but also about appreciating the company in the forum or expanding the scope of competences. For a boss who has built a business "with his own hands", recognizing the merits of others can be difficult. However, without it, it may turn out that employees will leave and the team will not be innovative or enthusiastic.

You can answer all these organizational problems in the company by defining the problems and then implementing them into the company's strategy as well internal marketing and employer branding. Nowadays, it is very important that employees feel proud of the place where they work. Sometimes this effect can be achieved by really simple means, such as small charitable activities, activities integrative with a coach or bonuses.

Organizational problems in a growing company

Often organizational problems in a company appear when it starts to grow. It is one thing to manage several people or one branch of the company, and another thing - to watch over the corporation. We have already analyzed on the Commplace blog, whether the scalability of the business can be planned. It turns out that, to a large extent, yes! A golden mean must be found here, because both too large and insufficient investments in development will hold the company in place. It is important to gradually expand the team with people with key competences. This could be the person responsible for marketing, customer service, or strategy. As a result, the owner of the company smoothly transfers some of the responsibility to others and has control over them all the time.

Often organizational problems in a growing company appear when the company's structure changes too quickly and there is a decision-making or organizational chaos. It is worth taking care of process automation at the same time. The introduction of good CMS or CRM systems may allow you to take the responsibilities of several people who previously dealt with e.g. data collection and input.