Organisational Development
Scaling your organisation without losing clarity
Growth creates complexity. Here are the moves I use when helping companies go from 30 to 100 employees without losing clarity.
Gabrielle Damgaard-Mørk · Founder, UPRIGHT · · 6 min read
Most growth companies hit the same wall around 40-60 employees: what worked at 15 doesn't work anymore. Decisions get stuck, accountability blurs, and the leadership team spends more time on internal battles than on customers.
It isn't a sign something is wrong. It's a sign you've scaled into a new phase that needs a different structure - not necessarily more process, but different clarity.
My recommendation is always the same: start with accountability, not the org chart. Who makes which decisions? Who owns which outcomes? Where are the decision forums? Once that's in place, structure becomes a result - not a debate.
Do it in that order and you avoid the classic trap: reorganising without solving the problem.
That is exactly the work I do through organisational development - and on an ongoing basis as External HR Partner to the leadership team.