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Design Flexible and Agile
Organization Structure

At Synergy we believe  Organisations should have agile with flexible Structures which has the accountability to ensure the Goals of the Organisation are met by arresting  significant problems identified in the HR audit due to gaps in Organisation Structure.


With the change in organisation structures in the ever changing dynamic business environment , often it is wondered about the capabilities that are going to become critical  skills that Industry or Companies would want to be part of their Organisation.


Organisations wanting to drive accountability, quick decision making, empowerment to be part of Work culture ,then you are at right place as in Synergy we believe that it is necessary to STIR the structures depending on the changing dynamics of business and cater to the growth of business.

Organizational structure is the method by which work flows through an organization. It allows groups to work together within their individual functions to manage tasks.

Traditional organizational structures tend to be more formalized with employees grouped by function (such as finance or operations), region or product line. Less traditional structures are more loosely woven and flexible, with the ability to respond quickly to changing business environments.

Organizational structures have evolved since decades. In the Industrial Revolution, individuals were organized to add parts to the manufacture of the product moving down the assembly line.

Organisation Structures need to be relevant and should be able to retain all segments of workforce engaged with the Company .It is said that the informality or the very little importance give to this important Management concept has always kept Critical talent from joining the Companies fearing stagnent growth.


The dynamic Organisations small or big have shown interest in creating/designing  functional, product and matrix organizational structures. However, as companies continue to evolve and increase their geographical presence, future organizations may go in for a fluid, free-forming organization, member ownership and an entrepreneurial approach among all members to sustain current and future growth.

A well-aligned organization is visible through its ability to adapt and realign as needed. To ensure long-term viability, an organization must adjust its structure to fit new economic realities without diminishing core capabilities and competitive differentiation. Organizational realignment involves closing the structural gaps impeding organizational performance. 


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Organizational Structuring:Why of it?

Conflicts created by mis

misaligned organizational structure

Confusion,Lethargy at work,Procrastination and rumors are the byproducts of a misaligned organization.


Fast growing organization of business can lead to ineffective, misaligned organizational structures that do not support the business. Poorly conceived reorganizations may create significant problems, including the following:


  • Structural gaps in roles, work processes, accountabilities and critical information flows can occur when companies eliminate middle management levels without eliminating the work, forcing employees to take on additional responsibilities.

  • Diminished capacity, capability and agility issues can arise when a) lower-level employees who step in when middle management is eliminated are ill-equipped to perform the required duties and b) when higher-level executives must take on more tactical responsibilities, minimizing the value of their leadership skills.

  • Disorganization and improper staffing can affect a company's cost structure, cash flow and ability to deliver goods or services. Agile organizations can rapidly deploy people to address shifting business needs. With resources cut to the bone, however, most organizations' staff members can focus only on their immediate responsibilities, leaving little time, energy or desire to work outside their current job scope. Ultimately, diminished capacity and lagging response times affect an organization's ability to remain competitive.

  • Declining workforce engagement can reduce retention, decrease customer loyalty and limit organizational performance and stakeholder value.

We at Synergy Talent Managers, make sure that the Organisations have agile, flexible Organisation Structures which has the accountability to ensure the Goals of the Organisation are met by arresting the above mentioned significant problems identified in the HR audit.

Under Organizational Structuring

Organizational Structuring
Take Away


Reporting Structure and Hierarchy

Structure represents the way business divisions and units are organized and includes the information of who is accountable to whom. In other words, structure is the organizational chart of the firm. It is also one of the most visible and easy to change elements of the framework to suit the growth.

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Authority Matrix

Authority Matrix presents in graphical format the relationships between people and functions. Instead of describing people’s job in isolation from one another, it focuses on how they interact. Because of this, the authority matrix supports the movement away from individual, isolated work to a more coordinated, team-based environment.

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Accountability and Delegation

Every employee who has been empowered with role clarity and authority with responsibility creates a cadence of Accountability

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Levelling across roles

Levels in an Organisation creates the ffeedom to move and spread either laterally or horizontally creating the Organisation agile and flexible.


Career Progression and Succession Planning

Every employee engaged with the Organisation dreams of growing alongwith the growth of the Organisation and it is essential to chart out a Career progression plan to keep them productively engage

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