A well-defined line of control can be a great help in solving any issues that might come to light in your workplace. Although you’re more likely observe an extended chain of commands at the level of the corporation, smaller enterprises can benefit from creating an organization structure that’s appropriate to the size of the business.
The chain of command can be compared to an organization chart it outlines the connections between the people who are in charge of the organization and how they interact with one another.
The creation of a chain of command for your small-scale business can help employees at the entry level understand who they can go to for assistance. Also your middle and higher-level managers will know who they report to and to whom they report to. This can help create a one that is a place of cooperation and organization and efficiency.
The most important thing to remember is that a chain of commands is kind of organizational map that allows everyone in the company know their role and whom they should contact for direction.
What is the best way to establish a command chain?
The best time to start to think about the structure of your company is when you’re launching your own small company. As the CEO or owner of your business the company, you naturally begin at the highest point on the ladder.
As more people are hired into the company, the business structure is progressively populated and you will have certain people who report directly to you then being followed by employees that report to your supervisors and then on. When you first determine all the functions and their responsibilities within your organization from the top levels it will help you make better decisions as well as reduce confusion and make it easier to communicate to your workers.
When you are establishing a chain of command, consider your organization in the context of various levels of management the individuals will fall into. The most common chain of command for corporations includes those levels that are listed below:
Often referred to as the top management, this level includes roles such as chief executive officer chief financial officer and chief operating officer. These individuals monitor the overall health of the company establish objectives and initiatives, make crucial top-level decisions and supervise the entire company. The top managers are able to oversee how the business is performing and tackle issues that pop up at the macro-level.
Other positions that fit into this area are chairman of the Board director, president vice chairman, and even the CEO.
The employees in this tier report to the top managers. They’re also one of the primary groups of people to implement the decisions of their bosses in communicating and confiding bigger company-wide projects to their direct supervisors. Their primary responsibility is to ensure that teams function effectively by coaching staff and communicating with their superiors on the progress that the team has achieved.
A few positions that belong to this category could include branch manager general mangers regional manager and departmental managers.
Managers on the front line
Front-line managers are often the ones who have positions with a direct connection to the customer. They are directly accountable to the middle management. They directly involved in daily activities and make sure their subordinates are achieving their goals.
The kinds of jobs which are suitable for this level include some department directors, office managers staff managers Key holders, supervisors etc.
The main takeaway is that by putting the management of certain levels within the chain of command it becomes much easier to understand the way decisions are taken and the areas of accountability.
What’s the significance in establishing a chain command?
When managing the business organization and structure are essential. When you begin to hire more people the chain of command gets more important to your business’s efficient operation.
However, operating without a formal chain of command could cause chaos and disorder between employees. If there is no clear understanding of who should be addressing an issue, complaints can be aired out to the public and ultimately affect morale. Ethan Taub, CEO of Goalry believes this scenario is natural in any business that does not have an established system.
There are numerous benefits in establishing a chain control in your small company. Here is some examples of how that an effective outline of your business’s structure will help your employees.
More efficient communication
Being aware of who can answer issues or concerns is helpful for employees. When you establish a chain of control, everyone will know the names of their supervisors and who they can contact if an issue needs to be promptly dealt with.
Mistakes happen. When things don’t work the way you would like an orderly chain of command can help to determine the source of the problem began and what can be fixed so that it doesn’t occur the same way.
Decisions are taken by the chain
If you’ve heard anyone tell you that they must “run it up the flagpole” or “that’s above my pay grade,” they’re talking about their hierarchy of command and insisting that the question or issue ought to be discussed by the individual’s supervisor or boss.
An organized chain of command provides employees about the kind of decisions that their managers could make and the types of decisions other members of the organization are empowered to take.
Disorganization has been reduced or eliminated
Chaos can cause problems within the workplace. With no hierarchy in place the questions are addressed by the incorrect people as nobody is accountable and gossip starts to spread. When these problems create tension within the company and escalate to fractured teams, leading to an increase in morale and an increased risk for excessive turnover of employees.
This can also occur when your chain of command has been broken. When workers “leapfrog” above their superiors to be able to have an issue addressed by another higher-up or a top manager is able to address an issue problem through the front-line manager team, rather than the mid-level manager first the kind of deceit could cause anger.
The main takeaway is that establishing an orderly chain of command could impact the morale of employees, their performance, and the efficiency with the way issues are dealt with by management.
Chain of command issues
Below are a few issues a business may have to confront when it comes to establishing and keeping a chain command.
Communication method that is outdated
As per Millennial Procurement, the chain of command system was created at a time when information was not as readily available than it is today and the ways of communicating were not as efficient. Employers of the time created the chain of command system to guarantee that information was fluid from the top to the bottom. With the speed of information today however, chains of command might not be required anymore.
A sequence of commands to solve the issue or to find answers to questions could be lengthy. This is especially an problem if one of the chains’ links isn’t in use. Chains of command that are long are associated with slow response times, which could be difficult for solving urgent problems.
A well-functioning chain of command is dependent on each party performing their duties. If one member of this chain fails to perform to perform, the domino effect is created, and the situation impacts everyone. Subordinates must be able to get help from a different person within the chain of command when they’re not getting the help they require.
The main takeaway is that a chain of command has many problems for firms, such as that it’s a dated method of communication. Companies aren’t quick to respond to emergencies, and if one individual within the chain isn’t doing what they are supposed to, then the whole business can be affected.
What is the difference between vertical and flat chain of command?
While many companies are operating under the traditional chain of command structure Newer companies are adopting a less conventional and less hierarchical structure. Most smaller businesses are able to operate with a flat structure due to the fact that there are less employees to put into a vertical structure of organization.
The flat organizational structure, Hernandez says, is more informal and is more of an employee-created system that could promote collaboration and collaboration between various teams.
There are often flat structures within tech companies particularly ones that began as tiny companies. While it can be viewed as a worthy effort, Hernandez warns that a flat structure can have some negatives, too. The employees can become familiar with one another and result in an informal and chaotic company culture.