​Necessary Organizational Policies

 

Everyone has the right to report to somebody; and everyone has the right to report to “one” somebody.  Of course, it really works if, in turn, all of the “somebodies” know which of the “everyones” are to report to them . . . and vice versa.

 

A dealership without proper organizational alignment is like a car with a faulty steering mechanism.  You can drive it, but it doesn’t steer very well. Organizational misalignment results in instability, misdirection, associate unrest and, ultimately, loss in bottom line profitability.

 

About "Org Charts"

from Jon Goldman, BrandLauncher

 

“When I say “org charts” which of the seven dwarves do you most resemble: Grumpy, Sleepy, or Dopey?" 

 
"Sometimes we resist the most basic management practices, especially busy entrepreneurs."

 
"Many small businesses lack an up-to-date organizational chart because it isn’t deemed necessary ...until it’s overdue. Employees often wear many different hats, and every employee understands to whom they report (sort of)." 

 

"Perhaps the most important part of having an org chart is making it."

 

"The activity of sketching who’s responsible for what and the flow of a reporting structure almost always leads to a major OMG moment."

 

"When we walk clients through creating their org chart we almost always find that the leader’s name is all over the place. He’s simultaneously the salesperson, general manager, and strategic thinker. It’s a mess!"

 

"Conversely, there are often a few key positions in the chart with no one assigned to them." 

 

They have an OMG moment.

 

"I believe that the OMG actually sets you free. Once you recognize the problem, then you’re halfway there to solving it."

 

"Look, if the job is important enough, someone is doing it already (even if he’s doing it half-baked). Let me share some temporary fixes until you get the right people in the right jobs: 

 

1. Even if an employee is doing the job poorly, put his name in the box.

2. Then put a dashed line around the box. This signifies that you need a new hire.

3. If there is really no one doing the job, name the job, and put a dashed line around the box to also signify that you need a new hire.

4. Then you must create accurate job descriptions. Without correct job descriptions, you cannot hire the correct people!"

 

"There is a whole school of people who hate org charts. They claim that org charts are archaic and wrong. They’re most often out-dated and give off artificial levels of superiority. It’s the old 'who can fire whom' chart. I disagree. An org chart can give the one thing that employees want most from their managers: knowing exactly what’s expected of them."

 

"An org chart sets up a culture of accountability. In order to make an org chart work, the managers must have a record of the KPIs of everyone who reports to them. Everyone has to report to someone - even the highest tier - has to report to board of directors, customers, stockholders."

 

"Your whole team will get clarity across the board. Who owns each project? Who is accountable for results? Who just needs to be notified?  Where are the holes in the organization?"

 
"Once you answer these questions, your team can whistle while they work...taking you from where you are to where you want to be."

 

GH&A has helped numerous client-dealers create organizational models. Following are some Microsoft Office templates to help you visualize how a dealership Organization Chart might look. Unfortunately these templates are not available on our mobile-friendly site. Once again, it's the content, rather than the format, that is important.