.bodytext {float: left; } .floatimg-left-hort { float:left; margin-top:10px; margin-right: 10px; width:300px; clear:left;} .floatimg-left-caption-hort { float:left; margin-bottom:10px; width:300px; margin-right:10px; clear:left;} .floatimg-left-vert { float:left; margin-top:10px; margin-right:15px; width:200px;} .floatimg-left-caption-vert { float:left; margin-right:10px; margin-bottom:10px; font-size: 10px; width:200px;} .floatimg-right-hort { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 300px;} .floatimg-right-caption-hort { float:left; margin-right:10px; margin-bottom:10px; width: 300px; font-size: 10px; } .floatimg-right-vert { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 200px;} .floatimg-right-caption-vert { float:left; margin-right:10px; margin-bottom:10px; width: 200px; font-size: 10px; } .floatimgright-sidebar { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 200px; border-top-style: double; border-top-color: black; border-bottom-style: double; border-bottom-color: black;} .floatimgright-sidebar p { line-height: 115%; text-indent: 10px; } .floatimgright-sidebar h4 { font-variant:small-caps; } .pullquote { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 150px; background: url(http://www.dmbusinessdaily.com/DAILY/editorial/extras/closequote.gif) no-repeat bottom right !important ; line-height: 150%; font-size: 125%; border-top: 1px solid; border-bottom: 1px solid;} .floatvidleft { float:left; margin-bottom:10px; width:325px; margin-right:10px; clear:left;} .floatvidright { float:right; margin-bottom:10px; width:325px; margin-right:10px; clear:left;} All companies, no matter their size, have one thing in common: They have an Org Chart of some sort. It may not be formal and in print, but there’s something somewhere that lays out the company’s organizational structure. The purpose of this chart is to understand how information and authority flow up and down inside the company.

Nowadays, most employees believe if they send out a mass e-mail and CC all the right departments, they’ve covered all their bases for putting everyone “in the know.” But is it that easy? Does the Org Chart really display the organizational structure of the company? Does the Org Chart really show how the company is organized?

It does to a degree. It captures the overall top-down hierarchy and departmental breakdown needed to understand how the company functions. What it cannot capture is the true organizational flow of information and departmental workings.

Let’s start with the presupposition that the typical inner workings of most companies are dysfunctional, which based on experience is true. The Org Chart is already in trouble. For example, human resources receives a job order from a manager in the accounting department. The human resources recruiter immediately starts working on it. Then during a smoke break with someone from another department, he learns something about the accounting manager he doesn’t like and promptly ignores the job order.

The result is an important position doesn’t get filled, and productivity and potential revenues are lost. If you don’t think this type of internal social networking and unintended sabotage are going on, you’re wrong. The smoke break just undid what the Org Chart is supposed to do.

The problem is that people are being aligned in the wrong way and pushing their personal agendas and desires. This is why there are so many roadblocks, also known as “red tape,” in large companies. More people equals more uncharted connections, which equals uncontrollable results and unintended dead-ends.

Think about this: In order to get something done in a quick and concise way, how many times have you had to “play nice” with someone? How many times have you had to soften up the person you need to generate a report in order to get a project done on time? It’s corporate culture.

Companies need to recognize the “Social Org Chart” within their organizations and figure out how to motivate within it. Companies need to loosen up the roadblocks and clear the way for better productivity.

According to a recent Fortune magazine article, Katzenbach Partners are the true Zen geniuses who know how to tap into and get a return on these hidden networks. If it’s possible to create an open, synergistic environment, their ability and know-how can make it happen.

Make the social org chart a part of the company org chart and you get a better, happier, more engaged employee on every level.

Is it difficult? Yes. Will it work? Maybe. But I bet what you’re doing now isn’t working. And I know you never intended the guy who delivers the mail to be the second-most-informed guy in the company – but he is, because he hangs out at the desk of the assistant to the CEO while making his rounds. On the upside, the mail guy’s investment fund is looking good.

Nick Reddin is the business development manager at Manpower Inc.’s Des Moines office.