An org chart shows who owns each result, and where the company needs to grow.
In this article
Why it matters
Without structure, every question goes to the owner.
Roles
List functions, not names first.
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Reporting lines
One manager per person.
The owner's seat
What only the owner should do.
Future positions
Seats you will fill next.
Accountability
Each role owns results.
Review
Update every year.
Where to start
Draw your current org chart, then draw the one you want in two years and list the first hire needed to get there.
An example
An owner with 12 employees drew the chart and saw everyone reported to him. Hiring a service manager freed his time for sales.
Common mistakes
Names before roles, people with two bosses and charts nobody updates.
What to track
Track how many decisions still go to the owner each week. The number should go down as roles become clear.
Questions to ask
Who owns each result in the company? Where do people get conflicting instructions? Which role, if filled, would free the most owner time?
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Frequently asked questions
When does a service company need an org chart?
As soon as there are a few employees. It clarifies who reports to whom and helps plan the next hires.