There are three main types of organizational charts. Each is designed to adapt to specific types of organizations and needs. Hierarchical - For traditional top-down teams Hierarchical organizational charts represent company structure in a top-down layout with clear reporting lines, similar to a family tree. The organizational structure will stem from the C-suite, following the company’s chain of command, with dotted lines connecting each subsequent layer of management. Pros of a hierarchical org chart Clear reporting lines that run from top to bottom of the organization offer increased clarity compared to other chart structures A hierarchical org chart is stable, as individual changes do not impact the system as a whole Cons of a hierarchical org chart A hierarchical org chart may be rigid and, in some cases, need complete restructuring when significant changes occur Hierarchical structures can become overwhelming for bigger organizations Matrix - For large teams in complex environments Matrix org chart visualizes structures with multiple reporting lines. For example, large organizations may have employees reporting to more than one manager in different departments. For example, a developer can report to both the IT and Product lead. A matrix chart will help visualize this complex reporting structure better than a hierarchical one. Pros of a matrix org chart Cross-department connections are more clear An interconnected structure makes opportunities for knowledge and resource sharing more visible Cons of a matrix org chart Unclear reporting hierarchies make it hard to identify decision-makers Multiple reporting lines can cause confusion or miscommunication Flat - For small teams and startups A flat organizational chart is perfect for startups or small businesses with simple internal structures and smaller middle management. It usually has only two levels: upper management (C-suite and similar) and employees who report to them directly. Pros of a flat org chart It’s easy to keep up to date A simplified structure means that communication lines are streamlined, as decision-makers are identified quickly Cons of a flat org chart It’s not scalable and can quickly become outdated as the organization grows It can lack detailed responsibility overview