{"id":91462,"date":"2022-03-15T19:32:24","date_gmt":"2022-03-15T19:32:24","guid":{"rendered":"https:\/\/monday.com\/blog\/?p=91462"},"modified":"2026-10-30T07:31:10","modified_gmt":"2026-10-30T12:31:10","slug":"free-organizational-chart-template","status":"publish","type":"post","link":"https:\/\/monday.com\/blog\/task-management\/free-organizational-chart-template\/","title":{"rendered":"Free org chart template for HR teams"},"content":{"rendered":"<div class=\"text-block\" id=\"text-block-1\">\n<p>Keeping track of who reports to which team lead, manager, or group director gets harder with every new hire and department. An org chart template gives HR leaders and managers a ready-made structure for mapping roles and reporting lines, so they can plan hires and spot weak points in the company&#8217;s structure without drawing every box from scratch.<\/p>\n<p>In this guide, you&#8217;ll find the six main types of org chart and a seven-step process for building one. You&#8217;ll also see how the <a href=\"https:\/\/monday.com\/w\/platform\">monday AI Workspace<\/a> keeps your chart connected to live HR data, and how monday agents can take on the admin work around hiring and onboarding.<\/p>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"1\">Get started with monday.com<\/a><\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-2\">\n<h2 class=\"h2 text-block__title\">Key takeaways<\/h2>\n<ul>\n<li>An org chart template gives HR teams a consistent starting point for mapping reporting lines and departments.<\/li>\n<li>The right chart type depends on how your company works: hierarchical for clear top-down reporting, matrix for cross-functional teams, flat for small teams and divisional for companies organized by region or product.<\/li>\n<li>Org charts do their best work in planning. HR teams use them for hiring, onboarding, restructuring and succession planning.<\/li>\n<li>Static charts in Word, Excel, PowerPoint or Google Docs drift out of date quickly, and half of HR teams spend five or more hours a month on manual updates.<\/li>\n<li>With <a href=\"https:\/\/monday.com\/w\/vibe\">monday vibe<\/a>, part of the monday AI Workspace, you can describe the org chart you need and generate a live app that reads from the boards where your people data already lives.<\/li>\n<\/ul>\n\n<img width=\"1024\" height=\"658\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/people-analytics-agent--1024x658.png\" class=\"attachment-large size-large\" alt=\"\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/people-analytics-agent--1024x658.png 1024w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/people-analytics-agent--300x193.png 300w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/people-analytics-agent--768x493.png 768w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/people-analytics-agent-.png 1031w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/>\n<\/div>\n<div class=\"text-block\" id=\"text-block-3\">\n<h2 class=\"h2 text-block__title\">What is an org chart template?<\/h2>\n<p>An <a href=\"https:\/\/monday.com\/blog\/project-management\/organizational-chart\/\">organizational chart<\/a> template is a customizable diagram, spreadsheet, document or digital workspace that gives you a predefined structure for building an org chart. Most templates use boxes for employees or roles and lines to show reporting relationships. A marketing manager might report to a VP of marketing, for example, while several specialists report to the manager.<\/p>\n<p>HR and people operations teams use org chart templates most often, but founders, department heads, recruiters and finance teams rely on them too. Because a chart shows how teams fit together, it also feeds into broader <a href=\"https:\/\/monday.com\/blog\/marketing\/human-resource-management\/\">human resource management<\/a> work such as workforce planning and internal mobility.<\/p>\n<p>A well-maintained chart can answer questions like:<\/p>\n<ul>\n<li>Who reports to whom, and where do dotted-line relationships exist?<\/li>\n<li>Which roles are open, and where will the next hires sit?<\/li>\n<li>Which teams are growing fastest?<\/li>\n<li>Which managers have too many direct reports?<\/li>\n<li>Who needs to be involved in approvals or decisions?<\/li>\n<li>How will a restructure change reporting lines?<\/li>\n<\/ul>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-4\">\n<h2 class=\"h2 text-block__title\">Why use an org chart template?<\/h2>\n<p>The main reason to use a template is speed. Instead of designing a layout from scratch, you add names and roles to a ready-made format, and HR can use the same format across every department.<\/p>\n<p>A shared template brings several benefits:<\/p>\n<ul>\n<li><strong>Consistency:<\/strong> Every team maps its structure the same way, so reporting lines and role titles stay comparable.<\/li>\n<li><strong>Faster <\/strong><a href=\"https:\/\/monday.com\/blog\/project-management\/onboarding-process\/\"><strong>employee onboarding<\/strong><\/a><strong>:<\/strong> New hires can see where they sit and who they&#8217;ll work with in their first week.<\/li>\n<li><strong>Better planning:<\/strong> Leaders can see open roles and overloaded managers at a glance.<\/li>\n<li><strong>Cleaner design:<\/strong> A template keeps large charts readable, even with dotted-line reporting and cross-functional teams.<\/li>\n<\/ul>\n<p>Consistency becomes more valuable as a company grows. In a team of 15, everyone knows who does what. Once you have several departments and locations, people need a reliable reference.<\/p>\n<p>Poor visibility also costs HR teams time. OrgChart&#8217;s <a href=\"https:\/\/theorgchart.com\/state-of-hr-visibility-2025\/\">2025 State of HR Visibility and Insight report<\/a>, based on a survey of 447 US HR leaders, found that 88% face at least one visibility or planning challenge. Half of the teams surveyed spend five or more hours a month keeping org charts current, and 43% build them by hand in PowerPoint or diagramming tools.<\/p>\n<p>Static templates are quick to start but slow to maintain, which is why many <a href=\"https:\/\/monday.com\/blog\/productivity\/hr-workflow\/\">HR teams<\/a> move their charts onto a connected platform. We&#8217;ll cover how the monday AI Workspace handles this later in the guide.<\/p>\n\n<img width=\"625\" height=\"361\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/employee-onboarding-agent-.png\" class=\"attachment-large size-large\" alt=\"\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/employee-onboarding-agent-.png 625w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/employee-onboarding-agent--300x173.png 300w\" sizes=\"auto, (max-width: 625px) 100vw, 625px\" \/>\n<\/div>\n<div class=\"text-block\" id=\"text-block-5\">\n<h2 class=\"h2 text-block__title\">What should an organizational chart include?<\/h2>\n<p>A useful org chart includes enough detail to make the structure clear without overwhelming the reader. Start with the core details, then add optional fields based on who will use the chart.<\/p>\n<p><strong>Core details:<\/strong><\/p>\n<ul>\n<li>Employee names<\/li>\n<li>Job titles<\/li>\n<li>Departments<\/li>\n<li>Managers and reporting lines<\/li>\n<li>Leadership hierarchy<\/li>\n<\/ul>\n<p><strong>Optional details:<\/strong><\/p>\n<ul>\n<li>Open and planned roles<\/li>\n<li>Location and employment type<\/li>\n<li>Dotted-line reporting relationships<\/li>\n<li>Start dates and contact information<\/li>\n<li>Links to job descriptions or team documentation<\/li>\n<li>Hiring priorities and succession notes<\/li>\n<\/ul>\n<p>Match the level of detail to the audience. An onboarding chart might show only names and roles, while a <a href=\"https:\/\/monday.com\/blog\/project-management\/workforce-planning-software\/\">workforce planning<\/a> chart for leadership could include open headcount and expected hiring timelines. Many people operations teams keep one internal version with sensitive planning details and share a simpler version with the wider company.<\/p>\n\n<img width=\"1024\" height=\"670\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2025\/10\/View-1-1024x670.jpg\" class=\"attachment-large size-large\" alt=\"team workload view\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2025\/10\/View-1-1024x670.jpg 1024w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2025\/10\/View-1-300x196.jpg 300w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2025\/10\/View-1-768x502.jpg 768w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2025\/10\/View-1-1536x1005.jpg 1536w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2025\/10\/View-1-2048x1340.jpg 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/>\n<\/div>\n<div class=\"text-block\" id=\"text-block-6\">\n<h2 class=\"h2 text-block__title\">6 types of organizational chart templates<\/h2>\n<p>Org charts fall into two broad groups: charts built around company stage, and charts built around how work is structured. The six types below cover the formats HR teams use most.<\/p>\n<h3>Org chart template for startups<\/h3>\n<p>A startup org chart maps your current team alongside the roles you plan to hire next. At an early-stage company, one person often covers several functions, and the chart makes those overlaps visible. If the head of operations also runs HR and <a href=\"https:\/\/monday.com\/blog\/project-management\/vendor-management\/\">vendor management<\/a>, for example, the chart shows where the next hire should sit.<\/p>\n<ul>\n<li><strong>Best for:<\/strong> Founders planning the next hiring phase or funding round.<\/li>\n<li><strong>Tip:<\/strong> Build one version for the current team and a second for the target structure after your next round.<\/li>\n<\/ul>\n<h3>Org chart template for established companies<\/h3>\n<p>Established companies need more detailed charts with several leadership layers and cross-functional relationships. A typical chart shows department VPs reporting to the CEO, plus working relationships between leaders who collaborate closely, such as finance and marketing.<\/p>\n<ul>\n<li><strong>Best for:<\/strong> Planning reorganizations and reviewing manager capacity.<\/li>\n<li><strong>Watch out for:<\/strong> Version sprawl. Keep one source of truth and create filtered views for different audiences.<\/li>\n<\/ul>\n<h3>Hierarchical org chart template<\/h3>\n<p>A hierarchical chart is the most common format. It starts with the CEO or founder at the top and moves down through each layer of management, so employees can quickly see escalation paths and approval chains.<\/p>\n<ul>\n<li><strong>Best for:<\/strong> Companies with clear top-down reporting and a traditional management structure.<\/li>\n<li><strong>Watch out for:<\/strong> Cross-functional work. If someone reports to one manager but works daily with another department, a strict hierarchy won&#8217;t show it.<\/li>\n<\/ul>\n<h3>Matrix org chart template<\/h3>\n<p>A matrix chart shows employees who report to more than one manager or work across functions. A designer might report to the head of design while working day to day with a product manager, for example. Matrix charts show the difference between formal reporting and everyday collaboration.<\/p>\n<ul>\n<li><strong>Best for:<\/strong> Agencies, consulting firms, product-led companies and global teams with dotted-line reporting.<\/li>\n<li><strong>Watch out for:<\/strong> Visual clutter. Use clear labels and color coding to keep the lines readable.<\/li>\n<\/ul>\n<h3>Flat org chart template<\/h3>\n<p>A flat chart shows a horizontal structure with few management layers, where employees have direct access to leadership. It&#8217;s common in startups and creative agencies.<\/p>\n<ul>\n<li><strong>Best for:<\/strong> Small teams where most people work across functions.<\/li>\n<li><strong>Watch out for:<\/strong> Growth. Once <a href=\"https:\/\/monday.com\/blog\/project-management\/decision-making-process\/\">decision-making<\/a> spreads across more managers, you&#8217;ll likely need a hierarchical or divisional chart.<\/li>\n<\/ul>\n<h3>Divisional org chart template<\/h3>\n<p>A divisional chart organizes the company by region, product line, customer segment or business unit. A global company might have separate divisions for North America, Europe, Asia-Pacific and Latin America, each with its own sales and support teams.<\/p>\n<ul>\n<li><strong>Best for:<\/strong> Multi-brand companies and businesses with regional or product-based teams.<\/li>\n<li><strong>Watch out for:<\/strong> Shared services. Finance, HR, legal and IT often support several divisions, so show those relationships clearly.<\/li>\n<\/ul>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-7\">\n<h2 class=\"h2 text-block__title\">How to create an org chart in 7 steps<\/h2>\n<p>You can build an org chart in a spreadsheet or on a connected platform, and the process stays the same. The seven steps below take you through building the chart and keeping it current.<\/p>\n<h3>1. Define the purpose<\/h3>\n<p>Decide what the chart is for before you start building. A chart for onboarding should be simple, while a chart for workforce planning or a board update needs more detail, such as open roles and manager capacity.<\/p>\n<h3>2. Gather employee and role information<\/h3>\n<p>Pull data from your HRIS or employee directory first, then confirm the details with department heads. You&#8217;ll typically need:<\/p>\n<ul>\n<li>Names and job titles<\/li>\n<li>Departments and teams<\/li>\n<li>Managers and dotted-line relationships<\/li>\n<li>Locations and employment status<\/li>\n<li>Open and planned roles<\/li>\n<\/ul>\n<h3>3. Choose the right format<\/h3>\n<p>Pick the chart type that matches how your company works, using the six types above as a guide. Many companies keep a company-wide chart plus separate department-level views.<\/p>\n<h3>4. Add roles and reporting lines<\/h3>\n<p>Start with leadership, then work down through each department. Use a different line style or label for dotted-line relationships. If the chart gets crowded, split it into department views.<\/p>\n<h3>5. Review for accuracy<\/h3>\n<p>Ask HR leadership and department heads to confirm names, titles, reporting lines and open roles before you share the chart. A quick review now prevents people from going to the wrong manager later.<\/p>\n<h3>6. Share it with the right audience<\/h3>\n<p>Some charts suit the whole company, while others contain sensitive planning information meant for HR and leadership only. If you keep multiple versions, label each one clearly.<\/p>\n<h3>7. Assign an owner and an update schedule<\/h3>\n<p>Give one person, usually in HR or people operations, ownership of updates. Common update triggers include:<\/p>\n<ul>\n<li>New hires, departures and manager changes<\/li>\n<li>A fixed monthly or quarterly review<\/li>\n<li>Workforce planning cycles and restructures<\/li>\n<li>Leadership meetings or board updates<\/li>\n<\/ul>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-8\">\n<h2 class=\"h2 text-block__title\">Tips for creating a clear organizational chart<\/h2>\n<p>Once you&#8217;ve picked a template, a few design habits keep the chart easy to read and easy to maintain.<\/p>\n<ul>\n<li><strong>Group employees with the same job title.<\/strong> Instead of ten separate boxes for customer support specialists, create one role and list the employees beneath it. Grouping works well for support, <a href=\"https:\/\/monday.com\/blog\/crm-and-sales\/what-is-sdr-in-sales\/\">sales development<\/a>, engineering and field teams.<\/li>\n<li><strong>Keep box sizes and spacing uniform.<\/strong> Consistent boxes and aligned departments make the chart easier to scan. If people find the chart hard to read, they stop using it.<\/li>\n<li><strong>Use color coding for departments.<\/strong> Give each department its own color and use darker shades for leaders. Add text labels as well, so the chart works for readers who can&#8217;t rely on color.<\/li>\n<li><strong>Link to supporting documentation.<\/strong> In a digital chart, a role can link to its job description and a department box can link to team goals or onboarding materials stored in <a href=\"https:\/\/monday.com\/w\/workdocs\">monday workdocs<\/a>. New hires can then use the chart as a starting point for finding team information.<\/li>\n<\/ul>\n\n<img width=\"1011\" height=\"550\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/candidate-companion-agent-.png\" class=\"attachment-large size-large\" alt=\"\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/candidate-companion-agent-.png 1011w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/candidate-companion-agent--300x163.png 300w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/candidate-companion-agent--768x418.png 768w\" sizes=\"auto, (max-width: 1011px) 100vw, 1011px\" \/>\n<\/div>\n<div class=\"text-block\" id=\"text-block-9\">\n<h2 class=\"h2 text-block__title\">5 common mistakes to avoid when building an org chart<\/h2>\n<p>Even a simple chart can confuse people if it isn&#8217;t planned carefully. Watch for these mistakes:<\/p>\n<ul>\n<li><strong>Including too much information.<\/strong> Decide what each audience needs and build separate versions for different purposes.<\/li>\n<li><strong>Leaving out dotted-line relationships.<\/strong> If a cross-functional lead affects someone&#8217;s priorities or approvals, show that relationship with a dotted line or label.<\/li>\n<li><strong>Hiding open roles.<\/strong> Showing open roles helps leaders see where hiring is needed and explains why responsibilities are currently spread the way they are.<\/li>\n<li><strong>Using inconsistent job titles.<\/strong> If one department says &#8220;manager&#8221; and another says &#8220;lead&#8221; for the same level, the chart becomes hard to compare. Use the chart as a chance to tidy up job architecture.<\/li>\n<li><strong>Creating too many disconnected versions.<\/strong> When several teams keep their own charts, nobody knows which one is right. Maintain one source and create filtered views from it.<\/li>\n<\/ul>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-10\">\n<h2 class=\"h2 text-block__title\">How organizational charts support HR planning<\/h2>\n<p>Companies now restructure more often to keep up with shifting priorities, so a current org chart works as a planning tool for HR. Pairing it with <a href=\"https:\/\/monday.com\/blog\/project-management\/organizational-planning\/\">organizational planning<\/a> and a repeatable <a href=\"https:\/\/monday.com\/blog\/project-management\/workforce-planning-template\/\">workforce planning template<\/a> keeps structure and strategy aligned.<\/p>\n<ul>\n<li><strong>Hiring:<\/strong> The chart shows filled and open roles, so HR can prioritize hiring by team structure instead of isolated requests. A marketing team with several execution roles and no operations support, for example, shows clearly where coordination breaks down.<\/li>\n<li><strong>Onboarding:<\/strong> New hires can see their manager and the departments they&#8217;ll work with, which shortens the time it takes to find their way around.<\/li>\n<li><strong>Restructuring:<\/strong> HR teams can build &#8220;before&#8221; and &#8220;after&#8221; charts to compare reporting lines and manager capacity.<\/li>\n<li><strong>Succession planning:<\/strong> The chart shows where critical roles sit and where you lack ready successors. A <a href=\"https:\/\/monday.com\/blog\/project-management\/succession-planning-template\/\">succession planning template<\/a> helps turn those observations into a plan.<\/li>\n<li><strong>Manager capacity:<\/strong> Reviewing span of control across departments shows where a manager has too many direct reports and where a new team lead could help. For a wider view of workload, see our guide to <a href=\"https:\/\/monday.com\/blog\/project-management\/capacity-planning\/\">capacity planning<\/a>.<\/li>\n<li><strong>Internal mobility:<\/strong> When employees can see other departments and roles, they can picture a career path inside the company, which supports retention.<\/li>\n<\/ul>\n\n<img width=\"631\" height=\"707\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/internal-mobility-agent.png\" class=\"attachment-large size-large\" alt=\"\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/internal-mobility-agent.png 631w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/internal-mobility-agent-268x300.png 268w\" sizes=\"auto, (max-width: 631px) 100vw, 631px\" \/>\n<\/div>\n<div class=\"text-block\" id=\"text-block-11\">\n<h2 class=\"h2 text-block__title\">How the monday AI Workspace helps you build and maintain org charts<\/h2>\n<p>Most org chart templates capture your structure at one moment and then start to drift. A new hire lands in the onboarding tracker but not the chart, or an approved role sits in a hiring plan while the structure still looks unchanged.<\/p>\n<p><\/p>\n<p>&nbsp;<\/p>\n<p>The monday AI Workspace closes the distance between your chart and the data it depends on.<\/p>\n<ul>\n<li><strong>monday vibe:<\/strong> Describe the org chart you need in plain language, and <a href=\"https:\/\/monday.com\/w\/vibe\">monday vibe<\/a> generates a custom org chart app inside your workspace. Vibe apps connect to your board data and inherit your monday.com permission model. New apps stay private to their creator until someone with publishing rights shares them.<\/li>\n<li><strong>Dashboards:<\/strong> No-code <a href=\"https:\/\/monday.com\/w\/dashboards\">monday dashboards<\/a> give leaders a live view of headcount and resource allocation across departments.<\/li>\n<li><strong>Connected data:<\/strong> <a href=\"https:\/\/monday.com\/w\/mondaydb\">mondayDB<\/a> works as one data layer across departments, so your chart reflects current reporting relationships instead of an export that ages the day you save it.<\/li>\n<li><strong>monday agents:<\/strong> Ready-made <a href=\"https:\/\/monday.com\/w\/ai-templates\/agents\/hr\">monday agents for HR<\/a> handle repetitive process work while your team makes the decisions, so your org chart can map both the people and the agents supporting each role.<\/li>\n<\/ul>\n<p>Four HR agents pair especially well with a live org chart:<\/p>\n<ul>\n<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/people-analytics-agent\"><strong>People Analytics Agent<\/strong><\/a><strong>:<\/strong> Analyzes your workforce data and benchmarks it against industry standards, giving you useful context before a restructure.<\/li>\n<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/employee-onboarding-agent\"><strong>Employee Onboarding Agent<\/strong><\/a><strong>:<\/strong> Notifies the right colleague when a new hire joins and shares context so the team can give them a warm welcome.<\/li>\n<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/internal-mobility-agent\"><strong>Internal Mobility Agent<\/strong><\/a><strong>:<\/strong> Talks with employees about their career goals and matches them to open roles inside the company.<\/li>\n<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/candidate-matching-agent\"><strong>Candidate Matching Agent<\/strong><\/a><strong>:<\/strong> Matches incoming CVs to your open roles and ranks the best fits, so the open boxes on your chart get filled faster.<\/li>\n<\/ul>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-12\">\n<h2 class=\"h2 text-block__title\">Turn your org chart into a living workforce plan<\/h2>\n<p>A static file can serve a small team, but a growing company needs a chart that keeps pace with new hires and reporting changes. Moving your chart onto a connected platform like monday AI Workspace turns a one-time diagram into a reference leaders and employees can trust for onboarding and workforce planning.<\/p>\n<p>Org charts are also starting to map more than people. As AI becomes part of daily work, HR teams can use the chart to plan blended teams and show where people and agents work together in each function. Explore how <a href=\"https:\/\/monday.com\/w\/departments\/hr\">monday AI Workspace supports HR teams<\/a> to see how your chart and your agents can work together.<\/p>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"2\">Get started with monday.com<\/a><\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-13\">\n<div class=\"accordion faq\" id=\"faq-faqs-about-org-chart-templates\">\n  <h2 class=\"accordion__heading section-title text-left\">FAQs about org chart templates<\/h2>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs-about-org-chart-templates\" href=\"#q-faqs-about-org-chart-templates-1\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What is an organizational chart template?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-about-org-chart-templates-1\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs-about-org-chart-templates\">\n      <p>An organizational chart template is a pre-built framework for mapping company structure. It usually includes boxes for roles or employees and lines that show reporting relationships between managers and their teams. You add your own names and roles instead of designing the layout from scratch.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs-about-org-chart-templates\" href=\"#q-faqs-about-org-chart-templates-2\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What should an organizational chart include?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-about-org-chart-templates-2\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs-about-org-chart-templates\">\n      <p>An organizational chart should include employee names, job titles, departments, managers and reporting lines. Depending on the audience, it may also show open roles, dotted-line relationships, locations or links to job descriptions.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs-about-org-chart-templates\" href=\"#q-faqs-about-org-chart-templates-3\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">Why do HR teams use organizational charts?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-about-org-chart-templates-3\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs-about-org-chart-templates\">\n      <p>HR teams use organizational charts to support workforce planning, onboarding, restructuring and hiring. A clear chart helps employees understand reporting lines and helps leaders spot open roles and overloaded managers.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs-about-org-chart-templates\" href=\"#q-faqs-about-org-chart-templates-4\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What are the main types of organizational charts?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-about-org-chart-templates-4\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs-about-org-chart-templates\">\n      <p>The main types are hierarchical, matrix, flat and divisional. A hierarchical chart shows top-down reporting, while a matrix chart shows people who report to more than one manager. Flat charts suit smaller teams, and divisional charts organize the company by region or product line.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs-about-org-chart-templates\" href=\"#q-faqs-about-org-chart-templates-5\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">How often should an organizational chart be updated?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-about-org-chart-templates-5\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs-about-org-chart-templates\">\n      <p>Update an organizational chart whenever employees join, leave, change roles or start reporting to a new manager. Many HR teams also run a monthly or quarterly review, plus a check before workforce planning cycles and restructures.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs-about-org-chart-templates\" href=\"#q-faqs-about-org-chart-templates-6\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">How does monday.com help you build an org chart?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-about-org-chart-templates-6\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs-about-org-chart-templates\">\n      <p>On the monday AI Workspace, you can describe the org chart you need and let monday vibe generate a custom org chart app connected to your board data. Live dashboards then give leaders an always-on view of team structure and headcount, so the chart stays accurate as your organization changes.<\/p>\n    <\/div>\n  <\/div>\n  {\n    \"@context\": \"https:\\\/\\\/schema.org\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is an organizational chart template?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>An organizational chart template is a pre-built framework for mapping company structure. It usually includes boxes for roles or employees and lines that show reporting relationships between managers and their teams. You add your own names and roles instead of designing the layout from scratch.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What should an organizational chart include?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>An organizational chart should include employee names, job titles, departments, managers and reporting lines. Depending on the audience, it may also show open roles, dotted-line relationships, locations or links to job descriptions.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Why do HR teams use organizational charts?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>HR teams use organizational charts to support workforce planning, onboarding, restructuring and hiring. A clear chart helps employees understand reporting lines and helps leaders spot open roles and overloaded managers.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What are the main types of organizational charts?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The main types are hierarchical, matrix, flat and divisional. A hierarchical chart shows top-down reporting, while a matrix chart shows people who report to more than one manager. Flat charts suit smaller teams, and divisional charts organize the company by region or product line.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How often should an organizational chart be updated?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Update an organizational chart whenever employees join, leave, change roles or start reporting to a new manager. Many HR teams also run a monthly or quarterly review, plus a check before workforce planning cycles and restructures.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How does monday.com help you build an org chart?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>On the monday AI Workspace, you can describe the org chart you need and let monday vibe generate a custom org chart app connected to your board data. Live dashboards then give leaders an always-on view of team structure and headcount, so the chart stays accurate as your organization changes.\\n\"\n            }\n        }\n    ]\n}<\/div>\n\n\n<\/div>","protected":false,"raw":"<p data-pm-slice=\"1 1 []\">Organizational charts help teams understand how a company is structured, who reports to whom, and how different departments connect. For HR leaders, executives, and managers, an org chart is a practical tool for workforce planning, onboarding, restructuring, and keeping teams aligned as the business grows. The <a href=\"https:\/\/www.opm.gov\/policy-data-oversight\/human-capital-framework\/reference-materials\/talent-management\/workforce-planning-guide.pdf\" target=\"_blank\" rel=\"noopener\">U.S. Office of Personnel Management <\/a>describes workforce planning as a process for analyzing the workforce, identifying gaps, and planning workforce actions, which is exactly where a clear org chart can support better decision-making.<\/p>\r\nAn organizational chart template makes it easier to build that structure without starting from scratch. Instead of manually designing boxes, arrows, and reporting lines, you can use a ready-made framework and customize it with your company\u2019s roles, departments, and employee details.\r\n\r\nIn this guide, we\u2019ll explain what an organizational chart template is, why HR teams use them, and which types of org charts work best for different companies. We\u2019ll also show how monday\u2019s AI Workspace helps teams create, update, and share organizational charts in one connected workspace.\r\n<p style=\"text-align: center;\">[cta-button url=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\"]Get started with monday.com[\/cta-button]<\/p>\r\n\r\n<h2 data-pm-slice=\"1 3 []\">Key takeaways<\/h2>\r\n<ul>\r\n \t<li>An organizational chart template helps HR teams map reporting lines, departments, roles, and company structure without starting from scratch<\/li>\r\n \t<li>Org charts are useful for onboarding, workforce planning, restructuring, hiring, and clarifying who owns what across the business<\/li>\r\n \t<li>Free tools like Word, Excel, and Google Docs can work for simple org charts, but they often become harder to maintain as teams grow<\/li>\r\n \t<li>A digital organizational chart is easier to update, share, and connect to related documentation, workflows, and employee information<\/li>\r\n \t<li><a href=\"http:\/\/monday.com\" target=\"_blank\" rel=\"noopener\">monday.com<\/a>\u2019s AI Workspace helps teams build more connected org charts by bringing people, workflows, dashboards, and updates into one shared workspace<\/li>\r\n<\/ul>\r\n<h2>What is a free organizational chart template?<\/h2>\r\n<img class=\"aligncenter size-large wp-image-91726\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/03\/Blog-cover-3-1024x512.jpg\" alt=\"Free organizational chart template for HR\" width=\"1024\" height=\"512\" \/>\r\n<p data-pm-slice=\"1 1 []\">An organizational chart template is a customizable document, diagram, spreadsheet, or digital workspace that helps you create an org chart from a predefined structure.<\/p>\r\nMost org chart templates include boxes for employees or roles, plus lines or arrows that show reporting relationships. For example, a marketing manager may report to a VP of marketing, while several specialists report to that manager. The chart turns those relationships into a visual map that is easier to understand than a long list of names and job titles.\r\n\r\nOrg chart templates are commonly used by:\r\n<ul>\r\n \t<li>HR teams<\/li>\r\n \t<li>People operations teams<\/li>\r\n \t<li>CEOs and founders<\/li>\r\n \t<li>Department heads<\/li>\r\n \t<li>Operations leaders<\/li>\r\n \t<li>Recruiters<\/li>\r\n \t<li>Finance teams<\/li>\r\n \t<li>Project managers<\/li>\r\n \t<li>Executive assistants<\/li>\r\n \t<li>Internal communications teams<\/li>\r\n<\/ul>\r\nAt a basic level, an org chart helps answer one simple question: how is the company organized?\r\n\r\nBut in practice, a good org chart can answer much more than that. It can show who manages each team, where departments sit in the larger business, which roles are open, where reporting lines are unclear, and how future hiring plans might change the structure.\r\n\r\nBecause org charts show reporting lines and team structure, they often support broader HR processes like workforce planning, hiring plans, internal mobility, succession planning, and organizational design. SHRM\u2019s HR tools and resources are a useful place to link when discussing the broader HR processes that org charts support: <a class=\"decorated-link\" href=\"https:\/\/www.shrm.org\/topics-tools\/tools\" target=\"_new\" rel=\"noopener\">SHRM HR tools and resources<\/a>.\r\n\r\nA good organizational chart template can help you answer questions like:\r\n<ul>\r\n \t<li>Who reports to whom?<\/li>\r\n \t<li>Which roles sit within each department?<\/li>\r\n \t<li>Which positions are currently open?<\/li>\r\n \t<li>Where are there gaps in the current structure?<\/li>\r\n \t<li>Which teams are growing fastest?<\/li>\r\n \t<li>Which managers have too many direct reports?<\/li>\r\n \t<li>Where are there dotted-line reporting relationships?<\/li>\r\n \t<li>Who needs to be involved in approvals or decision-making?<\/li>\r\n \t<li>How will a restructure affect reporting lines?<\/li>\r\n \t<li>What will the organization look like after the next hiring phase?<\/li>\r\n<\/ul>\r\nFor HR teams, this is especially useful because organizational structures often change. Employees join, leave, move departments, or take on new responsibilities. A digital org chart template makes it easier to keep that information accurate and accessible.\r\n<h2>Why use a free organizational chart template?<\/h2>\r\n<p data-pm-slice=\"1 1 []\">The main reason leaders use organizational chart templates is efficiency. Rather than starting from scratch when mapping the company\u2019s management and reporting structure, a template allows managers to add employee names, roles, and departments into a ready-made format.<\/p>\r\nTemplates also make the process more consistent. Instead of each department creating its own version of the company structure, HR can use one shared template that keeps reporting lines, role titles, and department structures clear.\r\n\r\nThat consistency matters more as a company grows. In a small team, everyone may already know who does what. But once the company reaches multiple departments, locations, managers, and functions, informal knowledge is no longer enough. Employees need a reliable place to understand how the business is structured.\r\n\r\nA free organizational chart template can help teams\u00a0save time when building or updating an org chart, create a clear visual structure for employees and leaders, and improve onboarding by helping new hires understand the company. It also supports workforce planning and hiring decisions, helps prepare for company restructures or department changes, and reduces confusion around reporting lines. Beyond that, a good template can identify unclear ownership across teams, show open roles or planned hires, help managers understand their span of control, and share the company structure with stakeholders in a professional format.\r\n\r\nThere\u2019s also a design benefit. Organizational charts can quickly become messy, especially in larger companies with multiple departments, dotted-line reporting, and cross-functional teams. A template gives you a clean starting point so your chart stays readable and useful.\r\n\r\nBut static templates have limits. When an org chart lives in a slide, spreadsheet, or document, it can quickly become outdated. That\u2019s why many HR teams use a connected platform like monday.com to keep organizational information easier to update and share.\r\n<p style=\"text-align: center;\">[cta-button url=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\"]Get started with monday.com[\/cta-button]<\/p>\r\n\r\n<h2 data-pm-slice=\"1 1 []\">What should an organizational chart include?<\/h2>\r\nA useful organizational chart should include enough information to make the company structure clear without overwhelming the reader.\r\n\r\nAt a minimum, most org charts include:\r\n<ul>\r\n \t<li>Employee names<\/li>\r\n \t<li>Job titles<\/li>\r\n \t<li>Departments<\/li>\r\n \t<li>Managers<\/li>\r\n \t<li>Reporting lines<\/li>\r\n \t<li>Leadership hierarchy<\/li>\r\n<\/ul>\r\nDepending on the company, an org chart may also include:\r\n<ul>\r\n \t<li>Open roles<\/li>\r\n \t<li>Location<\/li>\r\n \t<li>Employment type<\/li>\r\n \t<li>Team ownership<\/li>\r\n \t<li>Dotted-line reporting relationships<\/li>\r\n \t<li>Department goals<\/li>\r\n \t<li>Contact information<\/li>\r\n \t<li>Start dates<\/li>\r\n \t<li>Links to job descriptions<\/li>\r\n \t<li>Links to team documentation<\/li>\r\n \t<li>Hiring priorities<\/li>\r\n \t<li>Succession planning notes<\/li>\r\n<\/ul>\r\nThe right level of detail depends on the purpose of the chart. An org chart used for onboarding may focus on names, roles, departments, and reporting lines. An org chart used for workforce planning may include open headcount, planned roles, future departments, or expected hiring timelines.\r\n\r\nFor example, a people operations team may use one internal org chart that includes sensitive workforce planning details, while sharing a simpler version with the broader company. A leadership team may use a strategic version that includes hiring plans, while new hires may only need a basic department-level chart.\r\n\r\nThe goal is not to include every possible detail. The goal is to make the chart useful for the audience who will rely on it.\r\n<h2>What are some examples of free organizational chart templates?<\/h2>\r\n<h3 data-pm-slice=\"1 1 []\">Free organizational chart template for startups<\/h3>\r\n<img class=\"aligncenter size-large wp-image-107528\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/09\/startup-organizational-chart-1024x671.webp\" alt=\"startup-organizational-chart\" width=\"1024\" height=\"671\" \/>\r\n\r\nWhen preparing to launch or scale a new company, it\u2019s often helpful to lay out an organizational chart that shows your current team and the roles you plan to hire for next.\r\n\r\nA startup org chart template can help founders and early leaders identify which roles are already covered, where responsibilities overlap, and which key hires are still needed.\r\n\r\nAt an early-stage startup, one person may cover several functions. The founder may oversee sales, product, and finance. A marketing lead may also manage content, paid acquisition, events, and partnerships. A startup org chart can make these overlaps visible and help the team decide when to create new roles.\r\n\r\nFor instance, if the same person owns content marketing, social media, product launches, and demand generation, the org chart may show that marketing needs more support. If the head of operations is also handling HR, vendor management, and finance operations, the chart may reveal where the next hire should sit.\r\n\r\nIf your startup structure looks similar to a standard software company structure, you can add your existing team members\u2019 names, assign open roles, and use the chart to guide hiring and workforce planning.\r\n\r\nThis type of org chart is also helpful for showing how the company may evolve. You can create one version for the current team and another version for the target structure after the next funding round or hiring phase.\r\n<h3>Free organizational chart template for established companies<\/h3>\r\n<img class=\"aligncenter size-large wp-image-47313\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2021\/02\/monday.com-org-chart-1024x841.png\" alt=\"The hierarchical org chart manages relationships between subordinate and leader.\" width=\"1024\" height=\"841\" \/>\r\n\r\nEstablished companies usually need more detailed organizational charts. These charts may include multiple layers of leadership, department heads, managers, individual contributors, and cross-functional relationships.\r\n\r\nFor example, an established company's org chart may show standard reporting lines, such as department VPs reporting to the company president or CEO. It may also include additional relationships between leaders who work closely together, such as finance and marketing, operations and HR, or product and customer support.\r\n\r\nThis type of template is useful for:\r\n<ul>\r\n \t<li>Mapping complex reporting structures<\/li>\r\n \t<li>Planning reorganizations<\/li>\r\n \t<li>Supporting leadership alignment<\/li>\r\n \t<li>Clarifying department ownership<\/li>\r\n \t<li>Helping employees understand where their team fits<\/li>\r\n \t<li>Identifying gaps, overlaps, or bottlenecks<\/li>\r\n \t<li>Showing dotted-line reporting relationships<\/li>\r\n \t<li>Supporting succession planning<\/li>\r\n \t<li>Reviewing manager capacity<\/li>\r\n \t<li>Understanding department growth<\/li>\r\n<\/ul>\r\nFor larger companies, it\u2019s especially important that the org chart is easy to update. A static chart can become outdated whenever someone joins, leaves, changes roles, or moves teams.\r\n\r\nThis is where a connected digital template becomes valuable. Rather than maintaining several disconnected files, HR teams can manage one source of truth and create different views for different audiences.\r\n<h3>Free hierarchical organizational chart template<\/h3>\r\n<img class=\"aligncenter size-large wp-image-107522\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2022\/09\/company-organizational-chart-1024x572.webp\" alt=\"company-organizational-chart\" width=\"1024\" height=\"572\" \/>\r\n\r\nA hierarchical org chart is the most common type of organizational chart. It shows a top-down structure, starting with the CEO, founder, or executive leader at the top and moving down through senior leaders, managers, and employees. This format works well for companies with clear reporting lines and a traditional management structure.\r\n\r\nA hierarchical org chart is useful for showing\u00a0leadership structure, manager relationships, department ownership, direct reports, escalation paths, and approval chains.\r\n\r\nFor example, a simple hierarchical chart might start with the CEO at the top. Under the CEO, there may be leaders for marketing, sales, finance, operations, product, and HR. Under each leader, there may be managers, specialists, coordinators, analysts, and other team members.\r\n\r\nThe benefit of this structure is clarity. Employees can quickly see who reports to whom and where each team sits in the larger company.\r\n\r\nThe downside is that a strict hierarchy may not show cross-functional work very well. If an employee reports to one manager but works closely with another department, that relationship may not be obvious. In those cases, you may need a matrix or dotted-line chart.\r\n<h3>Free matrix organizational chart template<\/h3>\r\n<img class=\"aligncenter size-full wp-image-47318\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2021\/02\/Matrix-org-chart.png\" alt=\"The matrix org chart helps when you have individuals reporting to multiple leaders.\" width=\"839\" height=\"369\" \/>\r\n\r\nA matrix org chart shows employees who report to more than one manager or work across multiple functions. This is common in companies where people are assigned to both a functional department and a project, region, product line, or client account.\r\n\r\nFor example, a designer may report to the head of design but also work closely with a product manager on a specific product team. A sales operations analyst may report to operations but support several regional sales leaders. A project manager may report to the PMO but coordinate work across marketing, product, finance, and customer success.\r\n\r\nA matrix org chart can help clarify these relationships.\r\n\r\nThis type of chart is useful for\u00a0cross-functional teams, project-based organizations, agencies, consulting firms, product-led companies, global teams, and organizations with dotted-line reporting.\r\n\r\nThe benefit of a matrix org chart is that it reflects how work actually happens. Many companies do not operate in perfectly neat department silos. A matrix chart can show the difference between formal reporting relationships and day-to-day collaboration.\r\n\r\nThe challenge is complexity. Matrix charts can become difficult to read if they include too many lines, arrows, or relationships. To keep them useful, use clear labels, simple formatting, and color coding.\r\n<h3>Free flat organizational chart template<\/h3>\r\n<img class=\"aligncenter size-large wp-image-47323\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2021\/02\/Flat-org-chart-1024x286.png\" alt=\"A flat org chart is most commonly used by startups or small businesses since there's no need for middle management yet.\" width=\"1024\" height=\"286\" \/>\r\n\r\nA flat org chart works best for smaller companies or teams with fewer management layers. Instead of showing a hierarchy, it shows a more horizontal structure where employees have greater direct access to leadership.\r\n\r\nThis is common in startups, small businesses, agencies, and creative teams.\r\n\r\nA flat org chart is useful for showing:\r\n<ul>\r\n \t<li>Small team structure<\/li>\r\n \t<li>Department ownership<\/li>\r\n \t<li>Role responsibilities<\/li>\r\n \t<li>Team collaboration<\/li>\r\n \t<li>Direct access to leadership<\/li>\r\n<\/ul>\r\nFor example, a small company may have a founder, a head of operations, a marketing lead, a product lead, and several employees who work across functions. A flat org chart can show this structure without adding unnecessary hierarchy.\r\n\r\nThe benefit of a flat chart is simplicity. It is easy to read and easy to update.\r\n\r\nThe downside is that as the company grows, a flat chart may no longer reflect how decisions are actually made. At that point, the company may need a more detailed hierarchical or department-based chart.\r\n<h3>Free divisional organizational chart template<\/h3>\r\n<img class=\"aligncenter size-large wp-image-47328\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2021\/02\/Divisional-org-chart-1024x576.png\" alt=\"The divisional org chart groups the entire organization by its department, market, geography, or product level.\" width=\"1024\" height=\"576\" \/>\r\n\r\nA divisional org chart organizes the company by product line, region, market, customer segment, or business unit rather than by traditional functions. For example, a global company may structure its org chart by region, with separate divisions for North America, Europe, Asia-Pacific, and Latin America.\u00a0Each region may have its own sales, marketing, operations, and customer support teams.\r\n\r\nA product company may structure its org chart by product line, creating divisions for Product A, Product B, Product C, the platform team, and shared services.\r\n\r\nA divisional chart is useful for\u00a0global companies, multi-brand companies, product-led organizations, franchise businesses, companies with regional teams, and companies with multiple business units.\r\n\r\nThe benefit of a divisional chart is that it clearly shows ownership. Leaders can see who is responsible for each market, region, or product line.\r\n\r\nThe challenge is that some shared services, such as finance, HR, legal, or IT, may support several divisions. In that case, the chart may need to show both divisional ownership and shared service relationships.\r\n<h2>monday.com\u2019s free organizational chart template<\/h2>\r\n<p data-pm-slice=\"1 1 []\">Many organizational chart templates are helpful, but they often lack one important feature: connectivity.<\/p>\r\nA static org chart can show your structure at a single moment in time, but it does not always connect to the work, people, workflows, and updates happening across the organization. monday's AI Workspace helps teams create a more connected organizational chart that can sit alongside the workflows, dashboards, and team information they already manage in monday.com.\r\n\r\nAn org chart is not just a diagram. It often connects to real HR and business processes\u00a0like hiring, onboarding, workforce planning, role changes, team restructuring, manager approvals, internal mobility, headcount planning, succession planning, and department reporting.\r\n\r\nWhen those processes are spread across disconnected files, the org chart can quickly fall behind reality. A new hire may be added to the onboarding tracker but not the org chart. A manager change may be reflected in HR records but not in a department chart. An open role may be approved in a hiring plan but not visible in the company structure.\r\n<h4>monday.com helps bring those pieces closer together<\/h4>\r\nHere are a few capabilities that make monday.com's organizational chart template useful for HR teams and business leaders:\r\n<ul>\r\n \t<li><strong>Drag-and-drop structure:<\/strong> Instead of manually resizing boxes or adjusting arrows, teams can use a more flexible setup to organize roles, departments, and reporting lines<\/li>\r\n \t<li><strong>Connected employee data:<\/strong> Because monday.com brings work and team information into one platform, HR teams can connect organizational structure to relevant employee details, team ownership, and workflow context<\/li>\r\n \t<li><strong>Dashboards and visibility:<\/strong> Teams can share org chart information through dashboards, giving leaders and employees a clearer view of the company structure<\/li>\r\n \t<li><strong>Collaboration:<\/strong> HR teams, managers, and leadership can work from a single source of truth rather than passing around outdated files<\/li>\r\n \t<li><strong>Integrations:<\/strong> monday.com connects with tools teams already use, helping keep organizational information closer to the workflows where decisions happen<\/li>\r\n \t<li><strong>AI-powered support:<\/strong> As part of monday's AI Workspace, teams can use AI-powered capabilities to reduce manual work, summarize updates, and support processes around team planning and organizational changes<\/li>\r\n<\/ul>\r\nFor HR teams, the value lies in keeping the company structure aligned with the work, workflows, and decisions that depend on it.\r\n<p class=\"p1\">[cta-button url=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\"]Get started with monday.com[\/cta-button]<\/p>\r\n&nbsp;\r\n<h2 data-pm-slice=\"1 1 []\">How to create an organizational chart<\/h2>\r\n<h3>Group employees with the same job title<\/h3>\r\nWhile the primary goal of an organizational chart is to create a visual representation of the entire team structure, it\u2019s also important to keep charts concise and easy to understand. Larger companies are likely to have many employees with the same job title. In this case, create one box with the position title, and then group several employee names below it, like the example on the right:\r\n<p data-pm-slice=\"1 1 []\">Creating an organizational chart is easier when you break the process into steps. Whether you use a free template, a spreadsheet, a diagramming tool, or a connected platform like monday.com, the goal is the same: create a clear, accurate view of your company structure.<\/p>\r\n\r\n<h3>1. Define the purpose of the org chart<\/h3>\r\nBefore you start building, decide what the chart is for.\r\n\r\nConsider whether it's for onboarding, leadership planning, a restructure, hiring, helping employees understand reporting lines, executive review of department structure, or a board meeting or investor update.\u00a0A chart used for onboarding should be simple and easy to understand. A chart used for workforce planning may need more detail, such as open roles, planned hires, and manager capacity.\r\n\r\nDefining the purpose upfront helps you decide what information to include.\r\n<h3>2. Gather employee and role information<\/h3>\r\nNext, collect the information you need.\r\n\r\nThis may include employee names, job titles, departments, managers, locations, employment status, open roles, planned roles, team ownership, reporting lines, and dotted-line relationships.\u00a0If your company already uses an HRIS, employee directory, spreadsheet, or people operations system, start there. HR teams should also confirm details with department heads to make sure the chart reflects reality.\r\n<h3>3. Choose the right org chart format<\/h3>\r\nChoose a format based on your company structure.\r\n\r\nUse a hierarchical chart if your company has clear top-down reporting lines. Use a matrix chart if employees report across teams or functions. Use a flat chart for smaller teams. Use a divisional chart if your company is organized by region, product line, or business unit.\r\n\r\nYou may also choose to create more than one chart. For example, you might maintain a company-wide chart and separate department-level charts.\r\n<h3>4. Add roles and reporting lines<\/h3>\r\nOnce you have the structure, start adding roles and reporting lines.\r\n\r\nBegin with leadership, then add departments, managers, and individual contributors. Use lines or arrows to show reporting relationships. If there are dotted-line relationships, use a different line style or label to help readers distinguish them.\r\n\r\nKeep the layout as simple as possible. If the chart becomes too crowded, break it into department-specific views.\r\n<h3>5. Review for accuracy<\/h3>\r\nBefore sharing the chart, review it with key stakeholders.\r\n\r\nThis may include HR leadership, department heads, people operations, finance, executive leadership, and managers.\u00a0Ask reviewers to confirm names, titles, reporting lines, open roles, and department placement. This step prevents confusion later.\r\n<h3>6. Share the chart with the right audience<\/h3>\r\nOnce the chart is accurate, decide who should see it.\r\n\r\nSome org charts are company-wide and can be shared with all employees. Others include sensitive planning information and should only be shared with HR, finance, or leadership.\r\n\r\nIf you create multiple versions, label them clearly so people know which version to use.\r\n<h3>7. Assign an owner and update the schedule<\/h3>\r\nAn org chart is only useful if it stays current. Assign someone to own updates, usually HR or people operations.\r\n\r\nThen decide when updates should happen. You might update after every new hire, departure, or manager change; monthly or quarterly; during workforce planning cycles; or before leadership meetings.\u00a0A clear update process keeps the chart from becoming a stale document.\r\n<h2>Tips and tricks for creating an organizational chart<\/h2>\r\nOnce you choose an organizational chart template, the next step is making sure the chart is clear, useful, and easy to maintain. These best practices can help.\r\n<h3>Group employees with the same job title<\/h3>\r\nThe primary goal of an organizational chart is to create a clear visual representation of the team structure. But if your company has many employees with the same job title, showing every person as a separate box can make the chart crowded.\r\n\r\nIn larger companies, consider grouping employees with the same role under one position title. For example, instead of creating ten separate boxes for customer support specialists, you could create one \u201cCustomer Support Specialist\u201d role and list the employees below it.\r\n\r\nThis makes the chart easier to read while still accurately showing the team\u2019s structure.\r\n\r\nGrouping is especially useful for departments with many employees in similar roles, such as:\r\n<ul>\r\n \t<li>Customer support<\/li>\r\n \t<li>Sales development<\/li>\r\n \t<li>Engineering<\/li>\r\n \t<li>Operations<\/li>\r\n \t<li>Retail teams<\/li>\r\n \t<li>Field teams<\/li>\r\n \t<li>Account management<\/li>\r\n<\/ul>\r\nIf you need to show every individual employee, consider creating a separate department-level chart rather than placing everyone on a company-wide chart.\r\n<h3>Make the sizes and spacing of boxes uniform<\/h3>\r\nA consistent design makes an organizational chart easier to understand. Try to keep boxes the same size, use consistent spacing between roles, and align departments clearly.\r\n\r\nThis may sound simple, but it makes a big difference. Uneven spacing, inconsistent box sizes, and unclear lines can make the chart harder to scan, especially for larger organizations.\r\n\r\nA clean layout helps employees and leaders quickly understand reporting lines, team ownership, and department structure. If the chart is too difficult to read, people will stop using it. Good formatting helps the chart serve as a practical reference rather than a confusing diagram.\r\n<h3>Use color coding to differentiate departments<\/h3>\r\nColor coding can make an organizational chart easier to read at a glance. For example, you might use one color for sales, another for marketing, another for HR, and another for operations.\r\n\r\nYou can also use darker shades to indicate department leaders or managers. This helps viewers understand both hierarchy and department ownership without needing to read every label closely.\r\n\r\nJust make sure the color system is simple and consistent. Too many colors can make the chart harder to interpret.\r\n\r\nA good color-coding system might include:\r\n<ul>\r\n \t<li>One color per department<\/li>\r\n \t<li>A darker shade for leadership roles<\/li>\r\n \t<li>A separate color for open roles<\/li>\r\n \t<li>A neutral color for shared services<\/li>\r\n \t<li>A distinct marker for contractors or external partners<\/li>\r\n<\/ul>\r\nAvoid using color as the sole means of communicating important information. Add labels as well, so the chart remains understandable for everyone.\r\n<h3>Link out to important documentation<\/h3>\r\nA digital organizational chart can do more than show names and reporting lines. You can also link to related documentation, such as\u00a0job descriptions, team charters, department goals, onboarding materials, approval workflows, hiring plans, internal policies, role scorecards, performance review criteria, and employee directories. This keeps the org chart clean while still giving employees access to more context when they need it.\r\n\r\nFor example, a role in the org chart could link to the job description, while a department box could link to that team's goals or workflow documentation.\r\n\r\nThis is especially helpful for new hires. Instead of wondering where to find team information, they can use the org chart as a starting point for understanding the company.\r\n<h3>Keep your organizational chart up to date<\/h3>\r\nOne of the biggest problems with organizational charts is that they quickly become outdated. Employees join, leave, change roles, or move between departments, and the chart loses value if those changes are not reflected.\r\n\r\nTo keep your org chart accurate, assign someone to own updates. In many companies, this responsibility sits with HR or people operations.\r\n\r\nConsider updating your organizational chart monthly or quarterly to maintain accuracy. You might also update whenever a new employee joins or leaves, whenever a manager or reporting line changes, or during workforce planning or restructuring cycles. Many teams also refresh their org charts before leadership planning sessions, board meetings, or after department reorganizations.\r\n\r\nA digital template makes this much easier because teams can update the chart without having to redesign it from scratch.\r\n<p class=\"p1\">[cta-button url=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\"]Get started with monday.com[\/cta-button]<\/p>\r\n&nbsp;\r\n<h2>Common mistakes to avoid when building an org chart<\/h2>\r\nEven a simple organizational chart can become confusing if it is not planned carefully. Here are a few common mistakes to avoid.\r\n<h3>Including too much information<\/h3>\r\nAn org chart should be useful, not overwhelming. If you include every detail about every employee, the chart may become too crowded to read.\r\n\r\nInstead, decide what the audience needs to know. If employees only need reporting lines, keep the chart simple. If HR needs workforce planning details, create a separate version for internal planning.\r\n<h3>Forgetting dotted-line relationships<\/h3>\r\nMany employees work with leaders outside their direct reporting line. If those relationships affect approvals, priorities, or day-to-day work, include them clearly.\r\n\r\nUse dotted lines or labels to show the difference between a formal manager and a cross-functional lead.\r\n<h3>Not showing open roles<\/h3>\r\nIf the org chart is used for hiring or workforce planning, include open roles. This helps leaders see where hiring is needed and how new roles will fit into the structure.\r\n\r\nOpen roles can also help teams understand why responsibilities are currently distributed the way they are.\r\n<h3>Failing to update the chart<\/h3>\r\nAn outdated org chart can create confusion quickly. If employees rely on incorrect reporting lines, they may go to the wrong manager, miss important approval steps, or misunderstand team ownership.\r\n\r\nAssign an owner and make updates part of the HR workflow.\r\n<h3>Using inconsistent job titles<\/h3>\r\nIf one department uses \u201cmanager\u201d and another uses \u201clead\u201d for similar roles, the chart may be hard to interpret. Make sure titles are accurate and consistent.\r\n\r\nIf your company is still standardizing job architecture, use the org chart as an opportunity to identify inconsistencies.\r\n<h3>Creating too many disconnected versions<\/h3>\r\nIt is common for different teams to create their own org charts. But when several versions exist, people may not know which one is correct.\r\n\r\nWhenever possible, maintain a single source of truth and create filtered or simplified views from it.\r\n<h2>How organizational charts support HR planning<\/h2>\r\nOrganizational charts are often associated with reporting lines, but their value goes far beyond structure. For HR teams, an org chart can support many parts of the employee lifecycle.\r\n<h3>Hiring planning<\/h3>\r\nAn org chart can show which roles are filled, which roles are open, and which roles may be needed in the future. This helps HR and leadership prioritize hiring based on team structure instead of isolated requests.\r\n\r\nFor example, if the marketing team has several execution roles but no operations support, the org chart may reveal why campaigns are difficult to coordinate. If several managers have too many direct reports, it may show where an additional team lead is needed.\r\n<h3>Onboarding<\/h3>\r\nNew hires often need help understanding how the company works. An org chart gives them a visual starting point.\u00a0They can see who their manager is, who sits on their team, which departments they may work with, who owns different business areas, and where leadership fits into the company. This can reduce confusion during the first weeks of employment.\r\n<h3>Restructuring<\/h3>\r\nDuring a restructure, leaders need to understand the current state before they design the future state. Org charts help show what exists today and what may need to change.\r\n\r\nHR teams can create \u201cbefore\u201d and \u201cafter\u201d charts to compare reporting lines, manager capacity, department ownership, and role changes.\r\n<h3>Succession planning<\/h3>\r\nSuccession planning requires visibility into leadership roles and potential successors. An org chart can help leaders see where critical roles sit, which employees may be ready for growth, and where the company may have gaps.\r\n<h3>Manager capacity planning<\/h3>\r\nA manager with too many direct reports may struggle to provide enough support. An org chart can make this visible.\r\n\r\nHR teams can review the span of control across departments and identify where management layers may need to change.\r\n<h3>Internal mobility<\/h3>\r\nOrg charts help employees understand where growth opportunities may exist. If employees can see different departments and roles, they may better understand possible career paths.\r\n\r\nThis can support retention by helping people imagine a future inside the company.\r\n<h2>Build a clearer organizational chart with monday.com<\/h2>\r\nAn organizational chart is only useful if it stays accurate, accessible, and easy to understand. For small teams, a static template may be enough. But as your company grows, your org chart needs to keep up with new hires, department changes, reporting updates, and cross-functional collaboration.\r\n\r\nmonday\u2019s AI Workspace helps teams manage organizational information in a more connected way. HR teams can create org charts, link roles to relevant documentation, collaborate with managers, and share updates from one workspace.\r\n\r\nInstead of treating the org chart as a one-time document, monday.com helps turn it into a living source of truth for company structure, team ownership, and workforce planning.\r\n\r\nFor example, HR teams can use monday.com to:\r\n<ul>\r\n \t<li>Track employee information<\/li>\r\n \t<li>Manage onboarding workflows<\/li>\r\n \t<li>Coordinate hiring plans<\/li>\r\n \t<li>Organize department structures<\/li>\r\n \t<li>Share dashboards with leadership<\/li>\r\n \t<li>Connect org chart information to related workflows<\/li>\r\n \t<li>Track approvals for role changes<\/li>\r\n \t<li>Maintain visibility into open positions<\/li>\r\n \t<li>Keep managers aligned on team updates<\/li>\r\n<\/ul>\r\nThis connected approach is especially helpful when the company structure changes frequently. Instead of updating a document manually and hoping everyone uses the latest version, teams can work from one platform where updates, workflows, and planning information are easier to manage.\r\n\r\nAs part of monday\u2019s AI Workspace, teams can also use AI-powered capabilities to summarize updates, reduce manual work, and support planning workflows. The goal is not just to create a cleaner chart. It is to help people work with more clarity as the company changes.\r\n\r\n[cta-button url=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\"]Get started with monday.com[\/cta-button]\r\n\r\n[faq id=\"FAQs\"]"},"excerpt":{"rendered":"<p>Organizational charts help teams understand how a company is structured, who reports to whom, and how different departments connect. For HR leaders, executives, and managers, an org chart is a practical tool for workforce planning, onboarding, restructuring, and keeping teams aligned as the business grows. The U.S. Office of Personnel &#8230;<\/p>\n","protected":false},"author":219,"featured_media":341395,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"pages\/cornerstone-primary.php","format":"standard","meta":{"_acf_changed":false,"monday_item_id":18040620287,"monday_board_id":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[13996,13916],"tags":[],"class_list":["post-91462","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-administration","category-task-management"],"acf":{"lobby_image":"","post_thumbnail_title":"","hide_post_info":"0","hide_bottom_cta":"0","hide_from_blog":"0","cluster":"","display_dates":"updated","custom_schema_code":"","banner_url":"https:\/\/auth.monday.com\/users\/sign_up_new#soft_signup_from_step","main_text_banner":"Easily make an organizational chart","sub_title_banner":"Join the 152K+ customers that use monday.com","sub_title_banner_second":"","banner_button_text":"","below_banner_line":"","use_customized_cta":"0","display_subscribe_widget":"0","landing_page_layout":"0","post_date":"20261030","featured_image_link":"","sidebar_color_banner":"","custom_tags":false,"faqs":[{"faq_title":"FAQs about org chart templates","faq_shortcode":"faqs-about-org-chart-templates","faq":[{"question":"What is an organizational chart template?","answer":"<p>An organizational chart template is a pre-built framework for mapping company structure. It usually includes boxes for roles or employees and lines that show reporting relationships between managers and their teams. You add your own names and roles instead of designing the layout from scratch.<\/p>"},{"question":"What should an organizational chart include?","answer":"<p>An organizational chart should include employee names, job titles, departments, managers and reporting lines. Depending on the audience, it may also show open roles, dotted-line relationships, locations or links to job descriptions.<\/p>"},{"question":"Why do HR teams use organizational charts?","answer":"<p>HR teams use organizational charts to support workforce planning, onboarding, restructuring and hiring. A clear chart helps employees understand reporting lines and helps leaders spot open roles and overloaded managers.<\/p>"},{"question":"What are the main types of organizational charts?","answer":"<p>The main types are hierarchical, matrix, flat and divisional. A hierarchical chart shows top-down reporting, while a matrix chart shows people who report to more than one manager. Flat charts suit smaller teams, and divisional charts organize the company by region or product line.<\/p>"},{"question":"How often should an organizational chart be updated?","answer":"<p>Update an organizational chart whenever employees join, leave, change roles or start reporting to a new manager. Many HR teams also run a monthly or quarterly review, plus a check before workforce planning cycles and restructures.<\/p>"},{"question":"How does monday.com help you build an org chart?","answer":"<p>On the monday AI Workspace, you can describe the org chart you need and let monday vibe generate a custom org chart app connected to your board data. Live dashboards then give leaders an always-on view of team structure and headcount, so the chart stays accurate as your organization changes.<\/p>"}]}],"activate_cta_banner":"0","hide_time_to_read":"0","cornerstone_hero_cta_override":{"label":"","url":""},"menu_cta_override":{"label":"","url":""},"show_contact_sales_button":"default","override_contact_sales_label":"","override_contact_sales_url":"","custom_header_banner":"0","sections":[{"acf_fc_layout":"content_1","blocks":[{"main_heading":"","content_block":[{"acf_fc_layout":"text","content":"Keeping track of who reports to which team lead, manager, or group director gets harder with every new hire and department. An org chart template gives HR leaders and managers a ready-made structure for mapping roles and reporting lines, so they can plan hires and spot weak points in the company's structure without drawing every box from scratch.\r\n\r\nIn this guide, you'll find the six main types of org chart and a seven-step process for building one. You'll also see how the <a href=\"https:\/\/monday.com\/w\/platform\">monday AI Workspace<\/a> keeps your chart connected to live HR data, and how monday agents can take on the admin work around hiring and onboarding.\r\n\r\n<a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"1\">Get started with monday.com<\/a>"}]},{"main_heading":"Key takeaways","content_block":[{"acf_fc_layout":"text","content":"<ul>\r\n \t<li>An org chart template gives HR teams a consistent starting point for mapping reporting lines and departments.<\/li>\r\n \t<li>The right chart type depends on how your company works: hierarchical for clear top-down reporting, matrix for cross-functional teams, flat for small teams and divisional for companies organized by region or product.<\/li>\r\n \t<li>Org charts do their best work in planning. HR teams use them for hiring, onboarding, restructuring and succession planning.<\/li>\r\n \t<li>Static charts in Word, Excel, PowerPoint or Google Docs drift out of date quickly, and half of HR teams spend five or more hours a month on manual updates.<\/li>\r\n \t<li>With <a href=\"https:\/\/monday.com\/w\/vibe\">monday vibe<\/a>, part of the monday AI Workspace, you can describe the org chart you need and generate a live app that reads from the boards where your people data already lives.<\/li>\r\n<\/ul>"},{"acf_fc_layout":"image","image_type":"normal","image":"366565","image_link":""}]},{"main_heading":"What is an org chart template?","content_block":[{"acf_fc_layout":"text","content":"An <a href=\"https:\/\/monday.com\/blog\/project-management\/organizational-chart\/\">organizational chart<\/a> template is a customizable diagram, spreadsheet, document or digital workspace that gives you a predefined structure for building an org chart. Most templates use boxes for employees or roles and lines to show reporting relationships. A marketing manager might report to a VP of marketing, for example, while several specialists report to the manager.\r\n\r\nHR and people operations teams use org chart templates most often, but founders, department heads, recruiters and finance teams rely on them too. Because a chart shows how teams fit together, it also feeds into broader <a href=\"https:\/\/monday.com\/blog\/marketing\/human-resource-management\/\">human resource management<\/a> work such as workforce planning and internal mobility.\r\n\r\nA well-maintained chart can answer questions like:\r\n<ul>\r\n \t<li>Who reports to whom, and where do dotted-line relationships exist?<\/li>\r\n \t<li>Which roles are open, and where will the next hires sit?<\/li>\r\n \t<li>Which teams are growing fastest?<\/li>\r\n \t<li>Which managers have too many direct reports?<\/li>\r\n \t<li>Who needs to be involved in approvals or decisions?<\/li>\r\n \t<li>How will a restructure change reporting lines?<\/li>\r\n<\/ul>"}]},{"main_heading":"Why use an org chart template?","content_block":[{"acf_fc_layout":"text","content":"The main reason to use a template is speed. Instead of designing a layout from scratch, you add names and roles to a ready-made format, and HR can use the same format across every department.\r\n\r\nA shared template brings several benefits:\r\n<ul>\r\n \t<li><strong>Consistency:<\/strong> Every team maps its structure the same way, so reporting lines and role titles stay comparable.<\/li>\r\n \t<li><strong>Faster <\/strong><a href=\"https:\/\/monday.com\/blog\/project-management\/onboarding-process\/\"><strong>employee onboarding<\/strong><\/a><strong>:<\/strong> New hires can see where they sit and who they'll work with in their first week.<\/li>\r\n \t<li><strong>Better planning:<\/strong> Leaders can see open roles and overloaded managers at a glance.<\/li>\r\n \t<li><strong>Cleaner design:<\/strong> A template keeps large charts readable, even with dotted-line reporting and cross-functional teams.<\/li>\r\n<\/ul>\r\nConsistency becomes more valuable as a company grows. In a team of 15, everyone knows who does what. Once you have several departments and locations, people need a reliable reference.\r\n\r\nPoor visibility also costs HR teams time. OrgChart's <a href=\"https:\/\/theorgchart.com\/state-of-hr-visibility-2025\/\">2025 State of HR Visibility and Insight report<\/a>, based on a survey of 447 US HR leaders, found that 88% face at least one visibility or planning challenge. Half of the teams surveyed spend five or more hours a month keeping org charts current, and 43% build them by hand in PowerPoint or diagramming tools.\r\n\r\nStatic templates are quick to start but slow to maintain, which is why many <a href=\"https:\/\/monday.com\/blog\/productivity\/hr-workflow\/\">HR teams<\/a> move their charts onto a connected platform. We'll cover how the monday AI Workspace handles this later in the guide."},{"acf_fc_layout":"image","image_type":"normal","image":"359237","image_link":""}]},{"main_heading":"What should an organizational chart include?","content_block":[{"acf_fc_layout":"text","content":"A useful org chart includes enough detail to make the structure clear without overwhelming the reader. Start with the core details, then add optional fields based on who will use the chart.\r\n\r\n<strong>Core details:<\/strong>\r\n<ul>\r\n \t<li>Employee names<\/li>\r\n \t<li>Job titles<\/li>\r\n \t<li>Departments<\/li>\r\n \t<li>Managers and reporting lines<\/li>\r\n \t<li>Leadership hierarchy<\/li>\r\n<\/ul>\r\n<strong>Optional details:<\/strong>\r\n<ul>\r\n \t<li>Open and planned roles<\/li>\r\n \t<li>Location and employment type<\/li>\r\n \t<li>Dotted-line reporting relationships<\/li>\r\n \t<li>Start dates and contact information<\/li>\r\n \t<li>Links to job descriptions or team documentation<\/li>\r\n \t<li>Hiring priorities and succession notes<\/li>\r\n<\/ul>\r\nMatch the level of detail to the audience. An onboarding chart might show only names and roles, while a <a href=\"https:\/\/monday.com\/blog\/project-management\/workforce-planning-software\/\">workforce planning<\/a> chart for leadership could include open headcount and expected hiring timelines. Many people operations teams keep one internal version with sensitive planning details and share a simpler version with the wider company."},{"acf_fc_layout":"image","image_type":"normal","image":"347921","image_link":""}]},{"main_heading":"6 types of organizational chart templates","content_block":[{"acf_fc_layout":"text","content":"Org charts fall into two broad groups: charts built around company stage, and charts built around how work is structured. The six types below cover the formats HR teams use most.\r\n<h3>Org chart template for startups<\/h3>\r\nA startup org chart maps your current team alongside the roles you plan to hire next. At an early-stage company, one person often covers several functions, and the chart makes those overlaps visible. If the head of operations also runs HR and <a href=\"https:\/\/monday.com\/blog\/project-management\/vendor-management\/\">vendor management<\/a>, for example, the chart shows where the next hire should sit.\r\n<ul>\r\n \t<li><strong>Best for:<\/strong> Founders planning the next hiring phase or funding round.<\/li>\r\n \t<li><strong>Tip:<\/strong> Build one version for the current team and a second for the target structure after your next round.<\/li>\r\n<\/ul>\r\n<h3>Org chart template for established companies<\/h3>\r\nEstablished companies need more detailed charts with several leadership layers and cross-functional relationships. A typical chart shows department VPs reporting to the CEO, plus working relationships between leaders who collaborate closely, such as finance and marketing.\r\n<ul>\r\n \t<li><strong>Best for:<\/strong> Planning reorganizations and reviewing manager capacity.<\/li>\r\n \t<li><strong>Watch out for:<\/strong> Version sprawl. Keep one source of truth and create filtered views for different audiences.<\/li>\r\n<\/ul>\r\n<h3>Hierarchical org chart template<\/h3>\r\nA hierarchical chart is the most common format. It starts with the CEO or founder at the top and moves down through each layer of management, so employees can quickly see escalation paths and approval chains.\r\n<ul>\r\n \t<li><strong>Best for:<\/strong> Companies with clear top-down reporting and a traditional management structure.<\/li>\r\n \t<li><strong>Watch out for:<\/strong> Cross-functional work. If someone reports to one manager but works daily with another department, a strict hierarchy won't show it.<\/li>\r\n<\/ul>\r\n<h3>Matrix org chart template<\/h3>\r\nA matrix chart shows employees who report to more than one manager or work across functions. A designer might report to the head of design while working day to day with a product manager, for example. Matrix charts show the difference between formal reporting and everyday collaboration.\r\n<ul>\r\n \t<li><strong>Best for:<\/strong> Agencies, consulting firms, product-led companies and global teams with dotted-line reporting.<\/li>\r\n \t<li><strong>Watch out for:<\/strong> Visual clutter. Use clear labels and color coding to keep the lines readable.<\/li>\r\n<\/ul>\r\n<h3>Flat org chart template<\/h3>\r\nA flat chart shows a horizontal structure with few management layers, where employees have direct access to leadership. It's common in startups and creative agencies.\r\n<ul>\r\n \t<li><strong>Best for:<\/strong> Small teams where most people work across functions.<\/li>\r\n \t<li><strong>Watch out for:<\/strong> Growth. Once <a href=\"https:\/\/monday.com\/blog\/project-management\/decision-making-process\/\">decision-making<\/a> spreads across more managers, you'll likely need a hierarchical or divisional chart.<\/li>\r\n<\/ul>\r\n<h3>Divisional org chart template<\/h3>\r\nA divisional chart organizes the company by region, product line, customer segment or business unit. A global company might have separate divisions for North America, Europe, Asia-Pacific and Latin America, each with its own sales and support teams.\r\n<ul>\r\n \t<li><strong>Best for:<\/strong> Multi-brand companies and businesses with regional or product-based teams.<\/li>\r\n \t<li><strong>Watch out for:<\/strong> Shared services. Finance, HR, legal and IT often support several divisions, so show those relationships clearly.<\/li>\r\n<\/ul>"}]},{"main_heading":"How to create an org chart in 7 steps","content_block":[{"acf_fc_layout":"text","content":"You can build an org chart in a spreadsheet or on a connected platform, and the process stays the same. The seven steps below take you through building the chart and keeping it current.\r\n<h3>1. Define the purpose<\/h3>\r\nDecide what the chart is for before you start building. A chart for onboarding should be simple, while a chart for workforce planning or a board update needs more detail, such as open roles and manager capacity.\r\n<h3>2. Gather employee and role information<\/h3>\r\nPull data from your HRIS or employee directory first, then confirm the details with department heads. You'll typically need:\r\n<ul>\r\n \t<li>Names and job titles<\/li>\r\n \t<li>Departments and teams<\/li>\r\n \t<li>Managers and dotted-line relationships<\/li>\r\n \t<li>Locations and employment status<\/li>\r\n \t<li>Open and planned roles<\/li>\r\n<\/ul>\r\n<h3>3. Choose the right format<\/h3>\r\nPick the chart type that matches how your company works, using the six types above as a guide. Many companies keep a company-wide chart plus separate department-level views.\r\n<h3>4. Add roles and reporting lines<\/h3>\r\nStart with leadership, then work down through each department. Use a different line style or label for dotted-line relationships. If the chart gets crowded, split it into department views.\r\n<h3>5. Review for accuracy<\/h3>\r\nAsk HR leadership and department heads to confirm names, titles, reporting lines and open roles before you share the chart. A quick review now prevents people from going to the wrong manager later.\r\n<h3>6. Share it with the right audience<\/h3>\r\nSome charts suit the whole company, while others contain sensitive planning information meant for HR and leadership only. If you keep multiple versions, label each one clearly.\r\n<h3>7. Assign an owner and an update schedule<\/h3>\r\nGive one person, usually in HR or people operations, ownership of updates. Common update triggers include:\r\n<ul>\r\n \t<li>New hires, departures and manager changes<\/li>\r\n \t<li>A fixed monthly or quarterly review<\/li>\r\n \t<li>Workforce planning cycles and restructures<\/li>\r\n \t<li>Leadership meetings or board updates<\/li>\r\n<\/ul>"}]},{"main_heading":"Tips for creating a clear organizational chart","content_block":[{"acf_fc_layout":"text","content":"Once you've picked a template, a few design habits keep the chart easy to read and easy to maintain.\r\n<ul>\r\n \t<li><strong>Group employees with the same job title.<\/strong> Instead of ten separate boxes for customer support specialists, create one role and list the employees beneath it. Grouping works well for support, <a href=\"https:\/\/monday.com\/blog\/crm-and-sales\/what-is-sdr-in-sales\/\">sales development<\/a>, engineering and field teams.<\/li>\r\n \t<li><strong>Keep box sizes and spacing uniform.<\/strong> Consistent boxes and aligned departments make the chart easier to scan. If people find the chart hard to read, they stop using it.<\/li>\r\n \t<li><strong>Use color coding for departments.<\/strong> Give each department its own color and use darker shades for leaders. Add text labels as well, so the chart works for readers who can't rely on color.<\/li>\r\n \t<li><strong>Link to supporting documentation.<\/strong> In a digital chart, a role can link to its job description and a department box can link to team goals or onboarding materials stored in <a href=\"https:\/\/monday.com\/w\/workdocs\">monday workdocs<\/a>. New hires can then use the chart as a starting point for finding team information.<\/li>\r\n<\/ul>"},{"acf_fc_layout":"image","image_type":"normal","image":"361106","image_link":""}]},{"main_heading":"5 common mistakes to avoid when building an org chart","content_block":[{"acf_fc_layout":"text","content":"Even a simple chart can confuse people if it isn't planned carefully. Watch for these mistakes:\r\n<ul>\r\n \t<li><strong>Including too much information.<\/strong> Decide what each audience needs and build separate versions for different purposes.<\/li>\r\n \t<li><strong>Leaving out dotted-line relationships.<\/strong> If a cross-functional lead affects someone's priorities or approvals, show that relationship with a dotted line or label.<\/li>\r\n \t<li><strong>Hiding open roles.<\/strong> Showing open roles helps leaders see where hiring is needed and explains why responsibilities are currently spread the way they are.<\/li>\r\n \t<li><strong>Using inconsistent job titles.<\/strong> If one department says \"manager\" and another says \"lead\" for the same level, the chart becomes hard to compare. Use the chart as a chance to tidy up job architecture.<\/li>\r\n \t<li><strong>Creating too many disconnected versions.<\/strong> When several teams keep their own charts, nobody knows which one is right. Maintain one source and create filtered views from it.<\/li>\r\n<\/ul>"}]},{"main_heading":"How organizational charts support HR planning","content_block":[{"acf_fc_layout":"text","content":"Companies now restructure more often to keep up with shifting priorities, so a current org chart works as a planning tool for HR. Pairing it with <a href=\"https:\/\/monday.com\/blog\/project-management\/organizational-planning\/\">organizational planning<\/a> and a repeatable <a href=\"https:\/\/monday.com\/blog\/project-management\/workforce-planning-template\/\">workforce planning template<\/a> keeps structure and strategy aligned.\r\n<ul>\r\n \t<li><strong>Hiring:<\/strong> The chart shows filled and open roles, so HR can prioritize hiring by team structure instead of isolated requests. A marketing team with several execution roles and no operations support, for example, shows clearly where coordination breaks down.<\/li>\r\n \t<li><strong>Onboarding:<\/strong> New hires can see their manager and the departments they'll work with, which shortens the time it takes to find their way around.<\/li>\r\n \t<li><strong>Restructuring:<\/strong> HR teams can build \"before\" and \"after\" charts to compare reporting lines and manager capacity.<\/li>\r\n \t<li><strong>Succession planning:<\/strong> The chart shows where critical roles sit and where you lack ready successors. A <a href=\"https:\/\/monday.com\/blog\/project-management\/succession-planning-template\/\">succession planning template<\/a> helps turn those observations into a plan.<\/li>\r\n \t<li><strong>Manager capacity:<\/strong> Reviewing span of control across departments shows where a manager has too many direct reports and where a new team lead could help. For a wider view of workload, see our guide to <a href=\"https:\/\/monday.com\/blog\/project-management\/capacity-planning\/\">capacity planning<\/a>.<\/li>\r\n \t<li><strong>Internal mobility:<\/strong> When employees can see other departments and roles, they can picture a career path inside the company, which supports retention.<\/li>\r\n<\/ul>"},{"acf_fc_layout":"image","image_type":"normal","image":"366573","image_link":""}]},{"main_heading":"How the monday AI Workspace helps you build and maintain org charts","content_block":[{"acf_fc_layout":"text","content":"Most org chart templates capture your structure at one moment and then start to drift. A new hire lands in the onboarding tracker but not the chart, or an approved role sits in a hiring plan while the structure still looks unchanged.\r\n\r\nhttps:\/\/www.youtube.com\/watch?v=gG_B6QEgxUU\r\n\r\n&nbsp;\r\n\r\nThe monday AI Workspace closes the distance between your chart and the data it depends on.\r\n<ul>\r\n \t<li><strong>monday vibe:<\/strong> Describe the org chart you need in plain language, and <a href=\"https:\/\/monday.com\/w\/vibe\">monday vibe<\/a> generates a custom org chart app inside your workspace. Vibe apps connect to your board data and inherit your monday.com permission model. New apps stay private to their creator until someone with publishing rights shares them.<\/li>\r\n \t<li><strong>Dashboards:<\/strong> No-code <a href=\"https:\/\/monday.com\/w\/dashboards\">monday dashboards<\/a> give leaders a live view of headcount and resource allocation across departments.<\/li>\r\n \t<li><strong>Connected data:<\/strong> <a href=\"https:\/\/monday.com\/w\/mondaydb\">mondayDB<\/a> works as one data layer across departments, so your chart reflects current reporting relationships instead of an export that ages the day you save it.<\/li>\r\n \t<li><strong>monday agents:<\/strong> Ready-made <a href=\"https:\/\/monday.com\/w\/ai-templates\/agents\/hr\">monday agents for HR<\/a> handle repetitive process work while your team makes the decisions, so your org chart can map both the people and the agents supporting each role.<\/li>\r\n<\/ul>\r\nFour HR agents pair especially well with a live org chart:\r\n<ul>\r\n \t<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/people-analytics-agent\"><strong>People Analytics Agent<\/strong><\/a><strong>:<\/strong> Analyzes your workforce data and benchmarks it against industry standards, giving you useful context before a restructure.<\/li>\r\n \t<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/employee-onboarding-agent\"><strong>Employee Onboarding Agent<\/strong><\/a><strong>:<\/strong> Notifies the right colleague when a new hire joins and shares context so the team can give them a warm welcome.<\/li>\r\n \t<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/internal-mobility-agent\"><strong>Internal Mobility Agent<\/strong><\/a><strong>:<\/strong> Talks with employees about their career goals and matches them to open roles inside the company.<\/li>\r\n \t<li><a href=\"https:\/\/monday.com\/w\/ai-templates\/ai-agents\/candidate-matching-agent\"><strong>Candidate Matching Agent<\/strong><\/a><strong>:<\/strong> Matches incoming CVs to your open roles and ranks the best fits, so the open boxes on your chart get filled faster.<\/li>\r\n<\/ul>"}]},{"main_heading":"Turn your org chart into a living workforce plan","content_block":[{"acf_fc_layout":"text","content":"A static file can serve a small team, but a growing company needs a chart that keeps pace with new hires and reporting changes. Moving your chart onto a connected platform like monday AI Workspace turns a one-time diagram into a reference leaders and employees can trust for onboarding and workforce planning.\r\n\r\nOrg charts are also starting to map more than people. As AI becomes part of daily work, HR teams can use the chart to plan blended teams and show where people and agents work together in each function. Explore how <a href=\"https:\/\/monday.com\/w\/departments\/hr\">monday AI Workspace supports HR teams<\/a> to see how your chart and your agents can work together.\r\n\r\n<a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"2\">Get started with monday.com<\/a>"}]},{"main_heading":"","content_block":[{"acf_fc_layout":"text","content":"[faq id=\"faqs-about-org-chart-templates\"]"}]}]}],"parse_from_google_doc":"0","show_sidebar_sticky_banner":"0","disclaimer":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Org Chart Template: Types, Examples, and How to Build<\/title>\n<meta name=\"description\" content=\"Explore free org chart template options for HR teams, compare the main types of organizational charts, and learn how to build one that stays current.\" \/>\n<meta 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