Free Org Chart PowerPoint Template

When Org Charts Matter Most

An organization chart shows who reports to whom and how teams are structured. It seems simple, but the right org chart at the right moment can clarify confusion, build confidence, and accelerate decisions.

Our org chart templates provide clean, professional layouts for presenting company structure. This pack includes a three-level hierarchical chart for typical corporate structures and a wide format for flatter organizations or when you need to show more roles horizontally.

Audience-Specific Org Charts

The most common org chart mistake is showing the wrong level of detail for the audience. An org chart for the board looks nothing like one for new employee onboarding.

Board/Investor audience:

• Show C-suite and their direct reports only
• Emphasize key leaders and their backgrounds
• Include relevant credentials (prior companies, years of experience)
• 2-3 levels maximum

Client/Partner audience:

• Show the team working on their account
• Include escalation paths for issues
• Emphasize experience and account continuity
• May include both leadership and account team

Internal (new employee) audience:

• Show the full team structure
• Include all relevant direct and indirect relationships
• Show support functions and shared services
• 4-5 levels may be appropriate

Restructuring proposal:

• Show before and after states
• Highlight changes with color coding
• Explain the rationale for structural changes
• Include any new or eliminated roles

Designing Effective Org Chart Slides

Visual hierarchy matters: The CEO or top leader should be visually distinct—larger box, centered position, or different color. Secondary leaders should be smaller but still prominent. Lower levels progressively decrease in visual weight.

Connecting lines tell the story: Solid lines for direct reporting relationships. Dotted lines for matrix or advisory relationships. The lines are information, not decoration—make them consistent and meaningful.

Color coding options: You can color-code by department (Engineering = blue, Sales = green), by region, by tenure, or by any dimension relevant to your narrative. Just be consistent and include a legend.

Photo considerations: Photos humanize org charts and help audiences connect names to faces. But photos require consistent quality—mismatched resolutions, backgrounds, and framing look unprofessional. If you can't get consistent photos, consider using initials or avatars instead.

Handling Complex Organizational Structures

Matrix organizations: When people report to multiple managers (functional and project-based), show the primary relationship as a solid line and secondary relationships as dotted lines. Or create two org charts—one functional, one project-based.

Shared services: Functions like HR, Finance, and IT often support multiple business units. Show them separately at the corporate level, with dotted lines to the teams they support.

Distributed teams: Remote or geographically distributed organizations may need location indicators. A small flag or region label can show where each leader is based.

Interim or vacant roles: Use "Vacant" or "Interim" labels clearly. Hiding vacancies creates confusion; acknowledging them shows you're managing transitions.

Org Charts for Different Scenarios

The "who's who" for new stakeholders: When clients, investors, or new partners need to understand your leadership team. Focus on names, titles, and brief backgrounds. Emphasize stability and experience.

The restructuring proposal: When proposing organizational changes. Show before/after states, highlight what's changing, and explain the rationale. Use this format when seeking approval for changes.

The project team introduction: When a client needs to know who they'll work with. Show the project leadership, key contributors, and escalation paths. Emphasize relevant experience for this engagement.

The succession planning chart: When HR or the board needs to see bench strength. Include readiness indicators, development plans, and potential successors for key roles. This is typically internal-only.

Keeping Org Charts Current

Organizations change constantly. New hires, departures, promotions, and restructurings mean your org chart is outdated the moment you save it.

For presentation org charts:

• Update before each use
• Keep a "last updated" date visible
• Verify key positions with HR or leadership
• Archive old versions for historical reference

For dynamic org charts:

• Consider tools that sync with HRIS systems
• Lucidchart, Microsoft Visio, and dedicated org chart software offer live updates
• PowerPoint is best for static, point-in-time snapshots

The worst outcome is presenting an org chart with wrong information. Verify before you present.

Org Chart Alternatives

Sometimes an org chart isn't the right tool:

RACI matrix: When you need to show responsibilities, not just reporting lines. See our RACI matrix template.

Team skills matrix: When capabilities matter more than structure. Show who has what skills across the team.

Communication flow diagram: When information flow differs from reporting structure. Show how decisions get made and communicated.

Stakeholder map: When influence matters more than hierarchy. Show who affects project outcomes regardless of formal authority.

For a step-by-step walkthrough of building org charts in PowerPoint, see our guide on How to Create an Org Chart in PowerPoint.

For more organizational communication templates, browse our slide library. Deckary's AI Slide Builder can generate org charts from a text description of your team structure.