Managing a company, especially in an industry as dynamic as ecommerce, can be stressful. It requires vision, strategy, and daily, maybe minute-to-minute, decisions.
Ecommerce supervisors need to keep up with trends in engineering, advertising, products, customer support, and small-package shipping. These very same leaders can also manage employee, supplier, and customer relationships. The burden can be devastating, particularly as firms grow from being a startup to the mid-market.
Too many ecommerce companies don’t know that there are more ways than you to conduct a company or specify a management structure. It doesn’t necessarily involve a strict hierarchy and static job descriptions. In actuality, those approaches may be harming your organization and its capacity to grow.
What follows are several suggestions to organize and manage an ecommerce company in 2018 and beyond. Some of them are concepts might appear revolutionary. Butthen again, so is ecommerce.
Sometimes it makes sense to work on your business — not only in your company — such as evaluating the present management structure.
Probably the most radical suggestion on this listing is Holacracy, which is a way of conducting purposeful, responsive, and self-managed businesses.
Holacracy’s inventor, Brian J. Robertson, proposed in a Future Work podcast that if you wanted to know Holacracy, then you should consider how towns are organized.
“Look at the internal workings of how firms are structured. It looks like a feudal empire,” Robertson said. “There [are] kings and lords and barons and peasants, and that’s how [they’re ] structured. It’s broken down at a feudal-like hierarchy with very fuzzy boundaries over who can tell what to whom.”
These days, however, feudal systems are”pretty outdated and obsolete,” Robertson continued.
“When we look at a modern town, it seems very different. It’s not a feudal empire in any respect. It’s truly a whole lot of individuals each with their own type of property and land and their home and their stuff — all cooperating in various ways within a framework of principles.
“So order is not imposed top-down by a king telling peasants what to do…instead order is emergent from a frame of principles and free actors within that frame to go do whatever makes sense to them to do their work on earth — and that way, that manner of organizing, has some pretty awesome results.
“When you look at a modern city…when cities twice size the productivity per resident goes up…. But in a business, it’s precisely the opposite. When firms double in size, you get more bureaucracy, more waste, and everything slows down.”
Holacracy is all about making offices act more like successful, growing cities. That’s how it is for Zappos, which utilized Holacracy to become a pioneer pioneer in ecommerce.
If you are frustrated with how your business is operating, consider Holacracy.
Ecommerce organizations compete with applications. An internet seller may be beating its competition due to its technology. This is most likely true at the moment for merchants that have embraced innovative web apps, HTTP/2, as well as Gzip compression.
Given this emphasis, consider an everybody -codes or almost-everyone-codes requirement for workers.
An understanding of how web technologies work and what it may take to put in a feature should help workers make better choices or even set greater goals.
Everyone Helps Clients
Much like a everyone-codes policy, some ecommerce operations may consider an everyone-is-in-customer-service approach.
By way of instance, imagine an ecommerce company that provides live chat solutions to its shoppers. Perhaps every employee, from the CEO to the search optimizer, needs to take a turn on discussion, answering questions and concerns from customers.
That exercise might help people in key roles better understand how to serve customers. It could help these critical employees identify significant stumbling blocks for shoppers who, if eliminated, would significantly improve earnings.
Hire Remote Workers
It can be difficult, sometimes, to manage remote workers. The payoff, however, is well worth the effort.
Remote workers are often more productive, more faithful, and more profitable for your organization.
Imagine that your company is hiring an experienced manager of marketing. The ideal candidate, the individual with the just-right mixture of knowledge and interest, might not be found in exactly the same city as your own company.
This perfect candidate is most likely at least mid-career and has significant ties to her community. She isn’t going to proceed for your organization. But she might be ready to work for your organization from her location.
Your company will have to decide if it’s more important to make certain that everyone is in exactly the exact same location or to guarantee you hire the best people for the job.