Organizational Chart Maker
Create clear organizational charts for your company or team. Drag and drop to build hierarchies, add photos, and customize the design.
Format: id, name, title, email, parentId (leave empty for root nodes)
Organization Chart
Summary
Total Employees
6
Organization Depth
3 levels
Top Level Executives
1
How it works
Define your organizational hierarchy by specifying each person's name, title, and who they report to. The tool automatically arranges boxes in a tree structure showing reporting relationships.
The chart displays with executives at the top, branching down through management to individual contributors. Each box shows name and role. Lines connect managers to their direct reports.
Data format:
Name, Title, Reports To John Smith, CEO, Jane Doe, CTO, John Smith Bob Wilson, VP Eng, Jane Doe
Interactive features allow expanding/collapsing branches for large organizations. Export for employee handbooks, onboarding materials, or company websites.
When You'd Actually Use This
New employee onboarding
Help new hires understand company structure. They learn who's who and reporting lines. Reduces confusion about who to approach for what.
Company website about page
Show leadership team to visitors. Builds credibility and transparency. Investors and customers want to know who runs the company.
Restructuring planning
HR plans reorganizations visually. See span of control, identify gaps, plan transitions. Change management starts with clear structure.
Project team visualization
Map project roles and reporting. Matrix organizations show dual reporting. Team members understand their place in project structure.
Board and governance display
Show board committees, officers, and governance structure. Annual reports include governance charts. Stakeholders understand oversight.
Department structure documentation
Document team structure within departments. Managers track their organization. Succession planning identifies key roles and backups.
What to Know Before Using
Org charts show formal structure only.Informal influence and communication patterns aren't captured. Real decision-making may differ from the chart. Use alongside network analysis.
Keep it current.Outdated org charts cause confusion. Update when people join, leave, or change roles. Assign ownership for maintenance.
Consider privacy.Public org charts expose employee names and titles. Internal charts can include more detail. Balance transparency with privacy.
Matrix structures are complex.Dual reporting (functional and project) needs careful representation. Use dotted lines for secondary reporting. May need multiple views.
Pro tip: Add photos to org chart boxes for larger organizations. Helps employees put faces to names, especially in remote companies.
Common Questions
How do I handle large organizations?
Create department-level charts rather than one giant chart. Link from executive chart to department charts. Interactive collapsing helps navigation.
What about contractors and consultants?
Include them where they fit in the workflow. Use different box styles or colors to distinguish from employees. Shows complete team structure.
Should I include contact information?
Internal charts can include email and phone. Public charts typically don't. Consider your audience and privacy policies.
How do I show vacancies?
Use a different style (dashed border, gray box) for open positions. Shows planned structure and hiring needs. Helps workforce planning.
Can I show salary ranges?
Internal compensation charts can include ranges. Highly sensitive - restrict access carefully. Most org charts don't include compensation.
What format should I export?
PDF for printing and distribution. PNG for websites and presentations. SVG for editing in design tools. Choose based on use case.
How often should org charts be updated?
Update immediately for executive changes. Monthly review for larger organizations. Quarterly minimum for stable companies. Assign responsibility for updates.
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