The real reason your team feels stuck and what to do about it
Since starting Upsociate, I’ve had the incredible privilege of working with a wide range of entrepreneurs, each at different stages of their journey. And the more founders I speak with, the more I see a troubling, recurring pattern:
We start businesses with passion, we hustle, we hire, and we keep moving… but we skip over one of the most foundational pieces of organizational success: clearly defined roles and a documented org chart.
And trust me — that oversight comes back to bite you.
When Everyone Does Everything, No One Owns Anything
Here’s what typically happens: a small team starts to gain momentum. Things get busy. New clients come in. The founder hires someone to “take stuff off their plate.” There’s no real job description, no KPIs, no clear understanding of how this person fits into the bigger picture.
At first, it works. The new hire is flexible and eager to please. But over time, confusion starts creeping in. Tasks fall through the cracks. Accountability disappears. People feel unsure about what they’re responsible for. Worst of all, your most loyal team members — the ones who believed in your mission — start checking job boards because they can’t see a future for themselves at your company.
You didn’t build a team — you built a tangle of tasks with no real structure. And without structure, frustration is inevitable.
Rogue Employees Don’t Start That Way
I’ve seen it again and again — and yes, I’ve lived it too.
People don’t become rogue overnight. It starts with a lack of clarity. No one told them what success looks like. No one shared how decisions are made. No one gave them a seat on the bus — just a bunch of baggage and a vague destination.
Your team needs direction. Not micromanagement, not surveillance — but a clear vision, clear expectations, and a clear place within your structure.
If you don’t give it to them, they’ll find it somewhere else.
The Org Chart Isn’t Just a Boring Document
You might think an org chart is something for HR departments in corporate towers. It’s not. It’s your blueprint for growth.
A clear org chart helps you:
Define reporting lines and decision-making authority
Spot bottlenecks or areas where you're overloaded
Identify hiring needs before they become emergencies
Create opportunities for advancement (because if your best employee sees no path forward, they will leave)
When we built our last company up to a team of 22, I waited way too long to implement one. It wasn’t until year 10 (yep — wasted a decade winging it) that I really understood how much smoother things ran when every role had a name, a purpose, and a north star to aim for.
Don’t Keep Your Vision a Secret
You have a vision. I know you do — otherwise, you wouldn’t be reading this. But unless you document it and share it with your team, you’re the only one who can see the finish line.
Create a simple document. Include your org chart, even if it’s just you and a VA. List out roles, responsibilities, goals, and how each role helps achieve the bigger mission.
Yes, it might feel awkward at first. And it’s totally okay if, right now, your name ends up in every single seat on the org chart. That’s normal in the early stages. But the alternative is building something that’s structurally unsound — and watching it collapse under the weight of its own ambiguity.
Clarity Is a Gift
If you’ve hired great people, give them the gift of clarity. Help them succeed by giving them a defined lane to run in and a vision they can align with. Great employees aren’t just looking for a paycheck — they’re looking for purpose. And purpose comes from knowing where they fit and why it matters.
If you’re scaling your business, make this a non-negotiable. Sit down this week, map out your roles, update your org chart, and have honest conversations with your team.
Let them in on the vision. Show them the path. And build something worth staying for.
