Meta, formerly Facebook, is a social media giant. Mark Zuckerberg and his roommates created it in February 2004 when they were students at Harvard University. Meta started as a social media channel for Harvard students, but it has grown beyond that. It owns Facebook, Instagram, WhatsApp, and Messenger, all of which are popular apps.
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Meta's ownership of the said social media platforms proves that it is a successful company. It makes you wonder what the secret behind that is. Looking at how the people at Meta handle and divide tasks can give us valuable insights.
That said, we can start by analyzing the organizational structure of Meta. By doing so, we can understand the workflows and the company culture in Meta. You can copy them to make your business or organization successful, too.
Organizational Structure of Meta
Meta has opted for the matrix organization structure. Because its business model is dynamic, this structure is the right choice. It allows and encourages collaboration across different departments. As a result, Meta can quickly solve problems and foster innovation.
At the top of the chart is Mark Zuckerberg, the founder and CEO of the company. Below him are the other heads and executive officers like Nick Clegg — President, Javier Olivan — COO, and Andrew Bosworth — CPO.
But again, Facebook uses the matrix organization structure. That is only the executive functions division of the matrix, which is responsible for leadership. There are two other divisions, the geographic and the product teams.
People all over the world use Meta's platforms. Because of our diverse cultures and backgrounds, our behaviors and attitudes towards social media are also different.
Meta's geographic division has the primary job of understanding these different points of view. With that, the company can address the needs of the people from different regions.
The management team of each region reports to the executive functions division. But please note that some leaders in the geographic division are also in the executive functions division. That is possible because of the matrix structure.
On the other hand, the products division focuses on developing Meta's products. There are subdivisions for apps like Facebook and Instagram. Then, there are subdivisions for services like ads and security. Likewise, there are subdivisions for other platforms and infrastructure. Think about artificial intelligence, augmented reality, and blockchain.
Why Has the Meta Organizational Structure Been Successful?
Meta operates in various domains. The different products and services require different sets of skills and experts. With a multifaceted business like this, a matrix organizational structure is the correct choice. Meta's success is a testament to that. Here, we will explore why that is the case. What does this structure provide?
Cross-functional Collaboration
Meta consists of various departments. For example, there are engineering, product development, and marketing departments. The matrix structure encourages collaboration across these teams. That facilitates innovation and speeds up problem-solving.
Efficient Resource Allocation
There are multiple reporting lines. It allows Meta to ensure efficient allocation of resources.
A project manager may focus on meeting specific goals like launching a new feature. Meanwhile, a functional manager ensures team members are developing their expertise in areas like AI or security. Both tasks are handled at the same time instead of one at a time.
Improved Communication Between Teams
Communication in matrix organizations is both complex and effective. Employees need to report to a project manager and a functional manager. Instructions may also come from any of these managers. That may create some conflicts. However, organizations like this hold regular meetings. It helps keep everyone on the same page. As such, it leads to improved communication between different teams.
Flexibility
Meta must maintain Facebook's status as the most-used social media platform. With new platforms popping up left and right, it must adapt quickly to trends. Otherwise, the other social media apps may overtake Facebook. The matrix organization structure is integral to that. It allows employees to work on multiple projects or initiatives simultaneously.
Talent Development
The matrix organization structure helps with the professional growth of Meta employees. They have to work under different managers. With that, they get exposed to different leadership styles and perspectives. That experience makes them more versatile and helps hone their skills.
The Organizational Culture of Meta
While the company's name has changed, its 5 core values have remained. These core values influence the organizational culture, which affects the employees' behaviors. In a post that Facebook posted in 2015, it listed its core values. The employees and the whole company are encouraged to:
Be Bold
In Meta, employees are encouraged to be bold. If there are problems, they should have to guts to try to solve them as fast as possible. The employees should not wait for the problems to escalate to the upper management.
Focus on Impact
The organizational culture of Meta makes employees think about making an impact. Its products and features must bring something new to the table. That is beneficial to both Meta platforms and their users.
Move Fast
Meta owns various platforms, each one with many users. With these sizes, problems are inevitable. But on top of that, the company has to quickly adapt to new trends to ensure its products wouldn't lose to other platforms. As such, the organizational culture encourages the employees to think fast and move fast.
Be Open
Openness plays a big part in Meta's organizational culture. Employees must be transparent so that others can know how the projects are progressing. For example, employees could compare two problems and address whichever they deem more important. It helps develop the employee's problem-solving skills.
Build Social Value
This core value is connected to the one about making an impact. Meta's products must be valuable to society. For example, they should help people stay connected or find opportunities.
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Method 1: Use a Template
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Open the Templates Section
Click on the Templates tab at the left panel of the Edraw.AI dashboard.
Search for 'Organizational Chart' Templates
Type Organizational Chart in the search bar to find pre-designed org chart templates.
Select and Customize a Template
Choose a template that matches your organization’s structure and then click Create with Template. Customize the layout by editing or adding text, colors, and images.
Add or Remove Elements
You can also use the drag-and-drop feature to add new elements or remove ones you don't need.
Save and Export
Once satisfied with your org chart, save the file and export it. Edraw.AI lets you export it as a PDF, PNG, or PowerPoint file.
Method 2: Start from Scratch
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Open a New Blank Project
Create an Edraw.AI account or log into your existing one. Click the New button.
Select the Organizational Chart Tools
Look for the Organizational Chart option on the left panel and click it. Click on the New Org Chart button on the right panel.
Add Team Members
Click on individual boxes to add employee names, titles, and departments. If you need to add more team members, click on the Add Topic or Add Subtopic button.
Customize the Org Chart
Organize the org chart by adding or editing the connection lines. You can also change the fonts and colors to improve readability.
Save and Share Your Chart
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