Coordination is about leveraging resources in the organisation to achieve targets and to fulfil your company’s vision and business strategy.
Building an appropriate organisational structure
Co-ordination starts with your company’s organisational structure, ensuring that the right business functions and roles are in place to deliver on your strategy. Organisational structure is important for all growing companies in order to provide guidance, clarity and structure on how work is coordination within the company. Without an organisational structure, employees may find it difficult to know who they officially report to in different situations, and it may become unclear exactly who has the final responsibility for what. A clear structure can also provide a roadmap for internal promotions, allowing companies to create opportunities for advancement and career progression.
Motivating and engaging employees
Co-ordination also involves building and implementing processes to motivate and engage employees, maximising their contribution to the company. These can include employee engagement surveys and initiatives, pension or health benefits or flexible working options. Building and communicating initiatives that motivate and engage employees can form a key element of your company’s Employee Value Proposition.
Managing and rewarding performance
This relates to the everyday processes that enable people to do their jobs, but which also boost performance. It starts with clear communication on each employee’s role deliverables and allows the opportunity for clear, regular and honest feedback on performance. As a company grows, it may be necessary to build more formal performance management processes through which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the company.