An org chart that draws itself from your reporting lines

How it works

1. Each employee's reporting manager is set in the organization assignment on their profile.
2. The Company Head and HR open Org Chart in Settings, where the tree is built from those reporting links.
3. Each row shows the person's name, designation and department, with a status badge if they are not active, such as On notice.
4. Anyone with reports shows the number of direct reports and, when it differs, the total number of people below them.
5. Type a name or designation to find someone; the branches of the tree leading to them open on their own.
6. Expand all or Collapse all switches the whole tree, and Refresh reloads it after changes.
7. To move someone, change their reporting manager on the profile; the chart itself is read-only.

What you can set

• Source: each employee's reporting manager, with department names from the department master.
• Search by name or designation.
• Expand all and collapse all.
• Team size per person: direct reports and total team.
• Status badge for anyone whose status is not Active.
• Summary tiles: employees, top level, share with a manager, data issues.
• Flags for people who report to a manager outside the company.
• Reporting loops are broken and counted, so the tree always loads.

Why build the chart from live data

Most org charts in Indian companies live in a presentation slide that was correct on the day it was made. After a year of joiners, exits and transfers it misleads more than it helps. A chart built from the reporting manager field is always current, and it shows the gaps that matter for daily work: someone with no manager set has nobody but HR to approve their leave, and a reporting loop means two people are each recorded as the other's manager.

Worked example: a 180-person plant in Rajkot

A forging unit in Rajkot has 180 employees under Plant Head Mahesh Patel. When HR first opens the chart, 12 operators have no reporting manager and two shift supervisors have been entered as each other's manager. The Top level tile shows 15 people instead of 1, Have a manager shows 92 percent, and Data issues shows 2, with a note that manager cycles were broken to keep the tree valid. HR fixes the two supervisors and assigns the 12 operators to their line supervisors. The chart now has one person at the top, 99 percent of people have a manager, and Mahesh's row shows 4 direct and 179 total.

Keeping the chart honest

The chart is only as good as the reporting lines behind it. A few minutes of checking after every change of structure keeps it trustworthy, and a trustworthy chart is also a good sign that approvals and My Team views are reaching the right people.

• Check the Data issues tile after every bulk update or restructuring.
• Reassign reports before a manager leaves, so the tree and approvals do not point to an empty chair.
• Use designation names consistently, since search matches on them.
• Share the org structure examples with department heads when you plan a reorganization.

Frequently asked questions