TL;DR:Discover the five key organisational structures shaping the future of work. From agile teams to hybrid models, each one enables flexibility, innovation, and growth in a rapidly evolving digital era.
The Complete Guide to the 5 Types of Organisational Structures for the Future of Work
By Richard Keenlyside
As a Global CIO and transformation leader, I’ve seen firsthand how the future of work demands more than just new technologies—it requires rethinking the very way organisations are structured. In this guide, we’ll dive into five organisational structures that are not only fit for the present but purpose-built for what lies ahead.
The business landscape is shifting. Remote work, AI, automation, and globalisation mean rigid hierarchies no longer serve the dynamic needs of modern enterprises. These five models offer the adaptability and resilience required to thrive.
1. Agile Organisational Structure
Best for: Innovation-driven companies and fast-changing industries.
Inspired by software development methodologies, the agile structure prioritises adaptability, cross-functional teams, and iterative progress. Teams operate autonomously and are empowered to pivot quickly in response to customer needs or market changes.
Key Features:
Flat management layers
Cross-functional squads or tribes
Fast feedback loops
Strong collaboration tools
Why it works: Organisations embracing agile structures move faster and adapt better. I implemented this within an ERP rollout for FitFlop, speeding time-to-value and aligning technology with user outcomes.
2. Flat Organisational Structure
Best for: Start-ups and SMEs embracing transparency and speed.
A flat structure removes excessive layers of management, enabling quicker decision-making and encouraging a more inclusive culture. Employees have more ownership, and communication flows freely.
Key Features:
Few or no middle managers
Decentralised decision-making
High autonomy
Open communication culture
Why it works: Flat structures are excellent for innovation. At Quollify, the AI-matching start-up I advise, a flat approach helped scale the MVP quickly while keeping the team nimble and responsive.
3. Matrix Organisational Structure
Best for: Large, global enterprises juggling multiple business priorities.
The matrix structure blends vertical hierarchies with horizontal project teams. Employees report to both a functional manager and a project manager, which promotes flexibility and resource efficiency.
Key Features:
Dual reporting lines
Multi-skilled teams
Balance of functional expertise and project delivery
Encourages knowledge sharing
Why it works: This model excels in complex environments. While leading transformation with various clients, I used a matrix structure to align AI, data, and operational teams—maximising resources while improving governance.
4. Team-Based Structure
Best for: Organisations that rely on collaboration and innovation.
The team-based structure revolves around project or goal-driven teams. Unlike agile squads, these are often more permanent and focus on broad strategic goals rather than product-specific tasks.
Key Features:
High interdependence
Shared accountability
Multi-disciplinary teams
Continuous learning environment
Why it works: At J Sainsbury, I restructured IT delivery into team-based units aligned by function (cybersecurity, infrastructure, cloud migration). It fostered ownership and elevated cross-border collaboration.
5. Hybrid Work Structure
Best for: Companies embracing flexible work and global talent.
Hybrid structures combine remote and on-site teams, often blending different organisational models to accommodate the new realities of work.
Key Features:
Flexibility in work location
Asynchronous collaboration tools
Results-oriented culture
Strong digital infrastructure
Why it works: Hybrid models are not a trend—they’re the future. With over 600 staff globally, I’ve overseen the rollout of hybrid working models that reduced operational costs while improving work-life balance and retention.
Selecting the Right Structure for Your Organisation
The choice of structure depends on your business goals, size, industry, and culture. No model is one-size-fits-all—but each structure has a clear use case in the modern workplace. The most successful businesses combine elements of each to create a bespoke organisational model.
Before making changes, leaders should:
Conduct a capability and culture assessment
Identify bottlenecks in communication or delivery
Align structure with long-term strategic goals
Involve cross-functional stakeholders in the design process
FAQs
Q: Which organisational structure is best for scaling a start-up?A flat or team-based structure offers the agility and speed needed in early growth stages.
Q: Can hybrid and agile structures coexist?Absolutely. Many companies blend hybrid work with agile methodologies to create resilient, future-ready teams.
Q: How do you transition from a traditional hierarchy to an agile model?Start with pilot teams, train leaders in agile frameworks, and scale gradually, focusing on culture as much as structure.
Final Thoughts
In a world reshaped by AI, remote work, and constant change, traditional organisational models fall short. The five structures outlined above are more than just buzzwords—they are strategic enablers of future success. Whether you’re leading a multinational enterprise or a lean start-up, adopting the right organisational structure is critical to navigating the future of work.
Richard Keenlyside is a Global CIO for the LoneStar Group and a previous IT Director for J Sainsbury’s PLC.
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