What is an organisation structure?
An organisation structure is the way roles, responsibilities and reporting lines are arranged. It is usually drawn as an org chart, but the chart is only the visible part — the real structure is who decides what, and who is accountable for results.
Types of organisation structure
| Type | How it works | Best for | Watch out for |
|---|---|---|---|
| Functional | Grouped by function: sales, operations, finance, HR | Single product or location | Silos between departments |
| Divisional | Grouped by product, region or customer | Multiple brands, cities or units | Duplicated support teams |
| Matrix | People report to a function head and a project or region head | Complex projects, multiple markets | Confusion over two bosses |
| Flat | Few or no middle managers | Small, senior teams | Breaks down as headcount grows |
| Hybrid | Mix of the above | Most growing businesses | Needs clear decision rights |
Org chart example: a 60-person multi-outlet business
This is a functional structure at the top with a divisional layer (outlets) underneath — a common, practical hybrid.
- Managing Director
- — Head of Operations → Outlet Managers (×4) → Supervisors → Staff
- — Head of Sales & Marketing → Corporate Sales, Digital Marketing
- — Head of Finance → Accounts, Purchase
- — HR & Admin Manager
How to design your organisation structure
- Start from strategy: what must the business be great at in the next 2–3 years?
- List the key activities and group them into roles — design roles before you place people.
- Choose a structure type that fits how you sell and operate (function, product, region).
- Set a sensible span of control — typically 5–8 direct reports per manager.
- Define decision rights for each role (see Delegation of Authority).
- Write a one-page role card for each position: purpose, results, decisions, KPIs.
- Review the structure once a year or after any major change.
Signs your structure needs to change
- Every decision waits for the founder or MD.
- Two people think they own the same task — or nobody does.
- Managers have 12+ direct reports, or just one.
- Teams blame each other for handover failures.
How DOOfy helps
Structure works when each person sees the numbers they are accountable for. AIMOS One gives each role — owner, department head, outlet manager — its own view of the business, so accountability follows the org chart instead of a pile of shared spreadsheets.
Frequently asked questions
What are the main types of organisation structure?
Functional, divisional, matrix, flat and hybrid. Most growing businesses use a hybrid — functional at the top with divisions by product, outlet or region below.
What is span of control?
The number of people who report directly to one manager. Five to eight is a common, workable range; very wide spans overload managers, very narrow ones add layers and cost.
When should a small business formalise its structure?
Usually between 20 and 30 people, or as soon as decisions start piling up with the founder. Formalising early is easier than untangling roles later.