Question:
Why do we utilize a top-down style org chart instead of just a list of current employees in alphabetical order? We could still utilize the pictures and include where they work, maybe a contact number and/or email. Wouldn't this help to alleviate a 'silo' mindset but still allow us to see who our co-workers are? Maybe a mix of the phone list and the org chart sent out just like it's done now?
Answer:
While the top-down style of organization chart is used, RivCoParks also utilizes a functional organization chart to show interrelationships between our overall components (divisions and units).
A top-down style organization chart provides some clear benefits:
Clarifies roles: helps employees understand who reports to whom and what their assignments are. In particular, it helps new staff understand who they can go to if they need assistance, whether at their own site, or from someone in the same role at another site.
Streamlines communications: helps employees know who to contact and get the right person or supervisor.
Enhances overall efficiencies: helps identify relationships and teams for quicker approvals and can enhance team cohesiveness. Employee pictures help us recognize each other since we don't always interact in person.
Provides transparency: the organization chart helps non-Park employees and the general public understand who to contact and what our team members are responsible for on a granular level.
Accessibility: Not all people learn the same way. Some are visual learners and a diagram or illustration of the employee structure helps them with all of the above items.
One important note is that our organization chart is a required element of our CAPRA Accreditation (Standard 3.1). We must provide an organization chart as a national standard of excellence.
That said, the organization chart is meant to be an illustration and a tool. It's not meant to be hard-fast "chain of command." I would argue that the 'silo' mindset you referenced comes more from leadership styles, communication, and the mere fact that we are so regionally spread out. If you work in the field at a site with only a handful of employees, it's hard to feel connected and a part of the rest of the organization. Teams that are insular and don't share information - or don't collaborate with others - are more likely to feel the silo effect.
What can we do about it? Here are some ways we actively prioritize teamwork and collaboration between our functional units to maximize effectiveness and create a positive work culture:
Interrelationship Meetings: meetings that involve people from more than one unit or division:
General Manager Updates: All supervisors and above for monthly updates and an opportunity to ask questions/get clarification.
Manager Meetings: Involves all managers in every division to discuss important items and share information.
All Staff Conference: All team members have an opportunity to network, build stronger relationships, and collaborate.
Events, projects, marketing, safety, supervisor meetings, and more. There are countless examples of our teams joining in different configurations to work on shared goals and successful outcomes.
Luncheons, employee events, team celebrations, and coming soon, our hiking club: These look different across the department, but opportunities to share meals, communicate about non-work items, build relationships, and celebrate success help unify our employees.
District-wide events: events provide a unique opportunity for employees from anywhere in the organization to work alongside others with a common purpose - a safe and successful event. Each event I see employees from finance, volunteer services, marketing, SARB, regional parks, open-space, etc., jumping in and serving the community in a new and meaningful way.
Cross training: Just about every team cross-trains employees to provide opportunities to learn new things and increase our ability to promote or transfer employees.
Park Talk newsletter: provides information about different divisions, programs, employees and events to keep our team informed about what is happening across the District.
Employee recognition: our Shining Stars program helps us highlight employees who demonstrate our values, which include: Adaptable, Community-centric, Teamwork, Inclusion, Outstanding, Networking, & Sustainability. All of these values discourage working independently and encourage working together toward common goals. Not only do our employee model these values, but sharing their accomplishments with the team helps other employees see what those values look like in action.
Each of these efforts helps us battle the 'silo' effect and develop a more engaged and (hopefully) happier workforce. Still feel like something is missing? What can you do to make it better? Share your ideas of how we might improve cross-collaboration and teamwork to achieve success together.
