Defining a RACI matrix or chart, benefits and risks

Why using a RACI matrix?
The RACI matrix is a tool that promotes clarity, accountability and efficiency within organisations. The acronym RACI stands for Responsible, Accountable, Consulted and Informed.

What is the RACI matrix?

The RACI matrix, or RACI chart is a methodology that helps to define and assign clear roles and responsibilities for each task or activity within an organisation. It is a matrix that determines who is responsible for what, who needs to be consulted, who needs to be informed, and who is ultimately responsible, ensuring that nothing is forgotten.
  • R (Responsible): The people or groups who carry out the work. They are responsible for carrying out the specific task or decision.
  • A (Acccountable):  This person is ultimately responsible for the task or decision. He or she has the final say and is the one who must be held to account if anything goes wrong.
  • C (Consulted): These are the people or groups whose opinions are sought before the decision is made or the task is carried out. They can contribute their expertise or knowledge, but are not responsible for carrying out the task.
  • I (Informed): These are the people or groups who need to be informed about the progress or results of a task or decision. They are not directly involved in the execution of the task, but must be kept informed of its progress.


Why is the RACI matrix important, what are its benefits

A humorous story illustrates the importance of the RACI chart.

There were four people named Everybody, Somebody, Anybody and Nobody.  There was an important job to be done and Everybody was asked to do it.  Everybody was sure Somebody would do it.  Anybody could have done it, but Nobody did it.  Somebody got angry about that, because it was Everybody’s job.  Everybody knew Anybody could do it but Nobody thought that Nobody would do it.  It ended up that Everybody blamed Somebody when Nobody did what Anybody could have done.

Beyond this story, the RACI matrix offers a multitude of benefits, including :
  • Improved clarity and working relationships: The RACI chart provides a clear and understandable framework for understanding the roles and responsibilities of each team member. This transparency reduces confusion and misunderstanding, contributing to better collaboration and helping to create a more harmonious working environment.
  • Increased work efficiency: By clearly assigning roles and responsibilities, everyone knows what they have to do, which makes it easier to complete tasks and keep the project moving forward.
  • Promoting responsibility: By defining who is responsible for each task, the RACI chart promotes responsibility and commitment among team members.
  • Effective communication: By determining who needs to be consulted and informed for each task, the RACI chart facilitates more effective communication within the team.

Limitations and key success factors for implementing RACI

Implementing the RACI chart is not always without its challenges. However, knowing the key success factors and potential difficulties can help minimise the obstacles to effective implementation.

Limitations and potential difficulties in implementing the RACI matrix

  • Understanding and acceptance of the model: RACI is a conceptual model that can be difficult for some people to understand, especially if they have never been exposed to it. Furthermore, acceptance can be a challenge if team members don't see the value it can bring to their work.
  • Defining roles and responsibilities: Identifying who does what in a project can be difficult, especially in large teams where responsibilities can overlap.
  • Avoiding over-allocation: There is a risk of over-allocating roles (for example, having too many people consulted or informed about a task), which can lead to confusion and inefficiency.
  • Rigidity: The RACI matrix can sometimes be too rigid, especially in dynamic environments where roles and responsibilities need to change quickly.
  • Over-reliance on the RACI matrix: There is a risk that the team will rely too heavily on the RACI matrix for decision-making, to the detriment of open discussion and professional judgement.
  • Potential for conflict: If the RACI matrix is not properly established or communicated, it can lead to conflict within the team, with members not understanding their roles or feeling marginalised.
  • Need for commitment and monitoring: To be effective, the RACI matrix requires the commitment of all team members and constant updating to reflect the evolution of the project.

Key success factors for implementation

  • Effective communication: Clear and open communication is crucial to the implementation of the RACI matrix. Each team member must understand The Matrix and how it is used in the project.
  • Team commitment: All team members must commit to using The RACI Matrix and to the roles and responsibilities it defines.
  • Training: Providing appropriate training on The RACI Matrix can help ensure that all team members understand The Matrix and know how to use it.
  • Regular review: It is important to regularly review the RACI matrix to ensure that it still reflects current roles and responsibilities.
  • Strong leadership: A strong leader is essential to direct the implementation of the RACI matrix, to resolve any conflicts that may arise and to ensure that the matrix is used effectively.

How does the RACI matrix work and how to define it

The RACI matrix takes the form of a matrix with tasks or activities in the columns and roles or individuals in the rows. Each cell of the matrix is then marked with one of the letters R, A, C or I, depending on each person's role in each task. Sometimes a cell may be left blank if a role has no specific responsibility for a given task.

To create a RACI matrix, follow these general steps:
  1. List the tasks: Start by listing all the tasks or activities that need to be carried out as part of the process or project concerned
  2. Identify roles: Then identify all the roles or individuals involved in the process or project.
  3. Assign responsibilities: Then assign the R, A, C and I roles to each task for each role or individual.
  4. Check and validate the matrix: Once the matrix has been completed, check it to make sure it makes sense and is complete. This is also the time to share it with the team for feedback and approval.


The RACI matrix has several variants that add or modify certain roles to suit different project contexts. Here are some of the most common variants:
  • RACI-VS: This variant adds two more roles - Verifier and Signatory. The verifier is the person who checks the result of the work, and the signatory is the person who approves the checked work.
  • RASCI: In this variant, an "S" is added for Supportive. The support role is the one that helps with the execution of the task.
  • CAIRO: This model adds an "O" for Out of the loop. This person or group is not involved in the task or decision at all.
  • DACI: In this model, the "D" stands for Driver and the "A" stands for Approver. The driver is the person who leads the execution of the task, while the approver is the person who approves the result.
  • RACIO: In this variant, an "O" is added for Omitted. This is similar to the "Out of the loop" role in the CAIRO matrix.
It should be noted that the purpose of all these variants is to adapt the RACI matrix to the specific needs of an organisation or project. There is no "best" variant, it all depends on the context and needs of the organisation or project.


The RACI matrix is a powerful methodology that promotes clarity, efficiency and accountability. By clearly defining roles and responsibilities, it helps to avoid misunderstandings, improve coordination, foster commitment and manage resources effectively. Nevertheless, it must be used with care and adapted to the specific needs of each project or organization.
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Saturday, 13 July 2024