As your business grows, your people structure should grow with it. But too often, roles are built reactively around the people you like or the terminations you put out rather than the structure your business truly needs. Starting with structure doesn’t mean losing flexibility. It means getting clear on what the business needs first, so you can place people where they’ll succeed. Abe answers some commonly asked questions below.

Q: We’ve always had people wear multiple hats. Isn’t that just part of being small?

Abe: It is, but that doesn’t mean you skip clarity. Even if someone wears multiple hats, you can still define the “job under each hat.” This helps when you’re hiring, delegating, or planning ahead. It also reduces overlap and confusion as you grow.

Q: What if we don’t have the right people for the structure we need?

A: That’s exactly why structure comes first. Once you’re clear on what roles your business actually needs, you can decide whether to upskill someone, shift responsibilities, or make a strategic hire. Structure gives you a framework for decision-making, not a reason to let someone go.

Q: How do I start creating structure without making it feel bureaucratic?

A: Keep it simple. Use short job summaries that focus on ownership and outcomes. Make sure every person knows what they’re accountable for, what they support, and how their role ties to the business. That’s clarity – not red tape.

Q: How do I know if we’re hiring for a role or just filling a gap?

A: Start by naming your top three business goals or pain points. Then ask, “What role would solve this?” If your answer is a mixed bag of tasks, it’s probably a stopgap, not a strategic hire. The best hires are made with a clear job and outcome in mind.

Q: Do we need job descriptions if everyone already knows what they do?

A: If you think they know, ask them. You’ll likely get six different answers. Even simple, one-page role summaries help with onboarding, accountability, and performance reviews. Clarity today saves you confusion tomorrow.

Q: How do we scale without losing the culture we’ve built around trust and flexibility?

A: Clear roles don’t kill culture; they support it. When people know what’s expected, they feel more confident, empowered, and aligned. Structure helps your culture thrive, not disappear.

Tip:

List every role in your business and what that person is truly responsible for. Are the right things in the right hands? Are there gaps—or people doing too much? This simple exercise can give you immediate clarity on what to fix or build next.

Want help mapping it out? Let’s walk through it together. Contact Abacus at (417) 823-7171 or info@abacuspro.com.