Organogram
Interactive organogram to dive deeper into each individual
What is an organogram?
If you've ever wondered "what is an organogram?" or looked for a "organogram template" you're likely attempting to address the same issue: clearly defining roles and reporting lines. An organogram, also known as an organizational chart or organigram, is a diagram that illustrates the structure of an organization and the relationships between individuals, teams, and departments.
Founders, managers, HR/People Ops, project leads, and students who need a quick and easy way to map a company (or a team) without overanalyzing it can use this page. You will discover what an organogram is, how to create a clean organogram in a matter of minutes, what information to include (and what to omit), and which layout to use (hierarchical, flat, matrix, or divisional).
At the end, you'll be prepared to replicate the NodeLand Organogram template and modify it to fit your situation, whether you're trying to figure out "who reports to whom," planning a restructure, onboarding new employees, or documenting a startup organization.
When should you make an organogram?
An organogram is a graphic representation of the organizational structure. Roles (and frequently names) are usually shown, grouped by teams or departments and linked by lines that indicate relative ranks and reporting relationships. To put it another way, it refers to the "shape" of a company's structure, from leadership to individual employees.
Organograms are especially useful when:
- Onboarding: New hires quickly understand who does what and who to contact.
- Growth and hiring: You can spot missing roles, overloaded managers, or unclear ownership.
- Cross-team work: Teams understand dependencies and decision paths.
One crucial detail is that an organogram, or org chart, displays roles and individuals. The chart should not be confused with the complete operating model because your organizational structure also includes goals, duties, and work flow. Use it as a tool for clarity rather than as a comprehensive guide for the day-to-day operations of the company.
Choose the right organogram type (with quick examples)
Not all organograms are the classic “CEO at the top, everyone underneath.” The best template is the one that matches how decisions and work actually happen. Here are the most common formats and when to use them:
- Hierarchical: The classic top-down chart. Best for most organizations, especially when reporting lines are clear and stable (e.g., schools, government, many mid-size companies).
- Flat: Fewer management layers, wider spans of control. Great for early-stage startups or small teams where collaboration is high and formal hierarchy is minimal.
- Divisional: Organized by product line, region, or customer segment (e.g., “EMEA,” “APAC,” “Product A,” “Product B”). Useful when each division operates somewhat independently.
- Matrix: People report to two dimensions (for example, a functional manager and a project lead). This helps represent shared resources, but can become messy if you don’t keep it simple.
A practical rule: if your goal is onboarding and “who’s my manager,” use a hierarchical or flat chart. If your goal is planning staffing across projects, use a matrix (but limit it to the teams where it truly applies). If your company scales across markets or products, divisional will usually read better than trying to cram everything into one tall hierarchy. For a general explanation of what org charts represent and why they’re used, see Atlassian’s overview.
If your organogram starts to feel “busy,” you’re probably mixing goals. Consider making two versions: a high-level chart (teams and leaders) and a detailed chart (names, responsibilities, locations). That way, each view stays readable.
Best practices (and common mistakes) to keep it readable
A good organogram is readable at a glance. These practical guidelines prevent the most common “spaghetti chart” problems:
- Keep spacing and box sizes consistent: Inconsistent sizing makes charts hard to scan.
- Use clear labels: Job title first, then name (optional). Avoid internal jargon unless your audience is entirely internal.
- Group by team, not by person: Especially in larger orgs, grouping by department helps users find the right area quickly.
- Show assistants or shared roles intentionally: If assistants/support roles exist, format them so their relationship is clear without implying direct authority.
- Limit cross-links: In matrix orgs, don’t draw every possible connection. Use dotted lines sparingly and add a small legend if needed.
- Don’t confuse “org chart” with “process map”: An organogram shows structure; processes belong in workflows or swimlanes.
Common mistakes include: putting too much information inside each box, mixing current and future structures in the same chart without labels, and using a chart that’s so tall or wide it can’t be read without constant zooming. If you must go large, provide a simplified overview chart alongside the detailed one.
Duplicate this NodeLand Organogram template and make it yours
Unlike basic organogram tools that stop at boxes and lines, NodeLand organogram maker lets you store almost any kind of rich context inside every role or person: notes, images, videos, links, and attachments. Explore the example in the right and get impressed!
If you want to skip formatting and jump straight into building, the easiest path is to click on "Copy this template"to start with an organogram layout. All you have to it is customize it.