Hypergrowth in sight? Here's how to structure your business without losing your mind (or your efficiency)

Is your company growing? Are your projects multiplying?

That's great news!... But let's not forget the other side of the coin:

🔸 Everything becomes urgent, but nothing is clear.

🔸 Recruitment is like a race against time.

🔸 Roles blend, decisions stagnate.

🔸 The founder becomes a duty fireman.

What's special about rapid growth is that it highlights all the blurred areas... and amplifies them.

There are warning signs not to be ignored

People often say to me, "I can feel it sticking, but I don't know exactly where."

Here are just a few of the signals that, when put together, can put a serious damper on your company's momentum:

• Overlapping and confusing missions
• Obsolete or never really formalized job descriptions
• Obsolete or never really formalized job descriptions
• Obsolete or never really formalized job descriptions
• Hasty recruitment due to lack of hindsight
• A team moving forward, but in different directions
  

It's a must for many growing companies

It's neither rare nor alarming. This kind of imbalance happens far more often than you might think.

It's a demanding stage that puts a strain on what's worked so far.

When the foundations are weak, the effects are quickly felt: slowdowns, disorganization, loss of commitment. But the good news is that it's perfectly manageable!

What if the solution was just to put things back in order?

How?

1. Formalize roles, not just titles

"We've hired an operational manager... but I'm still validating everything." A poorly defined job is an underutilized job.

✔ Create simple but clear job descriptions: missions, scope, decisions possible without validation

✔ Check that there are no duplicates or blind spots

✔ Name responsibilities, even if they are temporary or evolving

2. Get your priorities straight

In times of growth, everything seems urgent. But not everything is important.

✔ List critical projects (recruitment, processes, tools, culture)

✔ Rank them according to: what's blocking business vs. what can wait

✔ Allocate identified carriers, even if you're a small team

***A good start: make an audit of what's not working today. And choose 1 or 2 areas to prioritize within 3 months.

3. Clarify the decision framework

When everything goes up to management, things get stuck.

✔ Identify what can be delegated without validation

✔ Establish coordination rituals (weekly updates, simple monitoring tools)

✔ Provide teams with a clear framework, even if it's still under construction

4. Prepare for future recruitment (even if you don't yet have any candidates)

"We need reinforcements, but I don't even know where to start."

✔ Define key profiles for the future (even on a provisional basis)

✔ Formalize a simple but structured recruitment process (questions, steps, validation)

✔ Avoid the "quick someone" reflex by asking the question: what need am I really covering?

5. Don't be left alone with your questions

It's not by multiplying tools or copying what the start-up next door is doing that we really make headway.

✔ Talk to other contractors

✔ Be challenged by someone outside the team

✔ And when the time is right, get help from time to time to structure what's sticking (without spending months on it).

In a nutshell:

✅ Clarify who does what

✅ Give a clear direction

✅ Rely on the right contacts

✅ Don't let blurred zones set in

The result: a more solid organization, without losing your agility.

👀 And concretely?

• A company that runs without calling the manager every 3 minutes
• A team that knows what's expected of it
• A company able to continue growing, without internal imbalance
  

Structuring does not mean freezing.

It's simply creating the space for everyone to move forward without depending on you all the time. And when you structure at the right time, you don't have to fix it later.

👉 Do you sense that your company is not far from this phase? Or are you already in the thick of it?

At P2B Consulting we know when to intervene, where to adjust, and how to provide relief.

Contact us Aurélie Bekaert or Pauline De Visscherto discuss further!