Culture & structure

People are one of the most important elements of any organization. They ensure that customers are properly assisted and that all peripheral tasks associated with an organization continue to run smoothly. The people within an organization also have a significant impact on the (financial) results achieved.

At the same time, many find managing the team and finding the right new people for their organization to be one of the most challenging aspects of running a business. Effective people management, whether they're business leaders, franchisees, or other team members, requires good collaboration with clear communication between individuals. The functioning of a collaboration is largely determined by the culture and structure within an organization.

Through our workshops, we help you develop and enhance a suitable and positive organizational culture and structure.

Culture and structure in chains

Organizational culture

Organizational culture can be defined as shared beliefs within an organization. In the best organizational cultures, these beliefs lead franchisees and employees to behave in ways that benefit the entire organization and its objectives.

In many ways, chains are even more dependent on a positive culture than other organizations. The same attitude, behavior, and tools create a consistent and distinctive appearance to the outside world. Especially in unforeseen circumstances where the established systems, processes, and procedures do not apply. The only way to successfully achieve consistent behavior throughout the chain is to have a powerful culture that motivates every employee and, if applicable, franchisee to behave as prescribed. Employees and franchisees should do this because they want to and see it as best for the entire organization and themselves.

Whether it is carefully created and supported or if one is unaware of it, every organization has a culture. Unlike financial performance, which is regularly measured and reviewed as a key to success, culture is rarely measured and effectively examined. Therefore, scrutinizing the culture can benefit various aspects of business operations.

Culture is often seen as a “sensitive” subject, difficult to understand and managed by the HR department. But in fact, culture directly impacts the productivity and profit of every organization. Culture is also defined as 'the identity and personality of an organization.’ Therefore, culture is much more than just a pleasant work environment; it is also a form of leadership that includes structure, hierarchy, and shared values.

Organizational structure in chains

Structure ensures that the culture within a chain can be controlled. The structure of an organization involves the division and grouping of tasks, authorities, and responsibilities in a coordinated arrangement of operational activities and functions. As an organization grows, there is a need to solidify the culture and expand various functions within the organization.

Therefore, consider the growth of your organization and ask yourself, for instance, the following:

• What is the organizational chart of your company?
• Are all roles logically defined with tasks, responsibilities, and required competencies?
• Should certain roles perhaps be split?
• Is everyone still in the right place?
• Is there a need for additional support in certain roles?
• To what extent does the current culture and structure contribute to achieving the objectives?
• Are all necessary competencies in place to be successful?

Culture and structure as a scale-up: essential for success!

Creating and defining culture and structure is an important part of the transition phase from start-up to scale-up. Now that the major development of products and services and their testing in the market is complete, this makes it possible to scale up quickly and successfully.

With our workshops, we assist you in this transition and strengthen your foundation to ensure you are ready for the next phase.