Introduction (100–200 words)
Org chart & directory tools help you map who works where, who reports to whom, and how to find the right person fast—usually with a searchable employee directory and a dynamic org chart that stays current as teams change. In 2026+, this category matters more because org data is now spread across HR systems, identity providers, collaboration apps, and project tools—while teams are increasingly hybrid, distributed, and reorganizing more often.
Common use cases include:
- New-hire onboarding (find teammates, understand reporting lines)
- Cross-functional collaboration (locate owners by role, skill, or team)
- Reorg planning and communications (visualize changes and approvals)
- IT/admin operations (keep directory info accurate across systems)
- Leadership visibility (headcount, spans/layers, team growth)
What buyers should evaluate:
- Data sources (HRIS/IdP), sync frequency, and data quality controls
- Org chart flexibility (matrix teams, dotted lines, contractors)
- Search, filters, and profile fields (skills, time zones, pronouns, etc.)
- Access controls (RBAC, field-level visibility, audit logs)
- Integrations (SSO, SCIM, Slack/Teams, HRIS, analytics)
- UX and mobile support
- Reorg workflows (draft scenarios, approvals, change tracking)
- Reporting/analytics (headcount, spans/layers, attrition snapshots)
- Performance at scale (thousands to hundreds of thousands of users)
- Admin effort (setup, ongoing maintenance, governance)
Mandatory paragraph
Best for: People Ops/HR teams, IT admins, Internal Comms, department leaders, and Ops teams at fast-growing SMBs through enterprises—especially in tech, professional services, healthcare-adjacent (non-HIPAA directory use), manufacturing, education, and multi-location orgs.
Not ideal for: Very small teams that can rely on a shared contact list, or orgs that only need one-off org chart diagrams for presentations (a diagramming tool may be enough). Also not ideal if you require a single authoritative directory for identity/authentication—in that case, an identity provider (IdP) or HRIS may be the better “system of record,” with an org chart tool layered on top.
Key Trends in Org Chart & Directory Tools for 2026 and Beyond
- AI-assisted profile enrichment (suggested skills, role normalization, duplicate detection) with stronger admin controls to avoid “hallucinated” people data.
- Graph-based org intelligence: relationships beyond reporting lines (project teams, communities of practice, mentors, office locations).
- Deeper interoperability with HR + identity via SCIM-like provisioning patterns, scheduled syncs, and “source-of-truth” governance.
- Privacy-by-default directories: field-level visibility, region-based rules, and employee self-service controls for sensitive fields.
- Reorg simulation and change management: draft orgs, scenario comparisons, approval workflows, and comms-ready outputs.
- Skills and capability mapping tied to internal mobility and staffing—often blending HR data with learning and project signals.
- Embedded experiences inside collaboration suites (Teams/Slack) so directory search and org views happen where work happens.
- Support for non-traditional workforces: contractors, gig workers, agencies, seasonal staff, and multi-entity org structures.
- Security expectations rising: auditability, least-privilege admin roles, and stronger controls around exports and API access.
- Pricing shifts: more per-user tiering, packaged analytics add-ons, and “enterprise directory” bundles within broader suites.
How We Selected These Tools (Methodology)
- Prioritized tools with meaningful market adoption or strong category mindshare (HR, IT, and ops audiences).
- Included a balanced mix of directory-first platforms and org-chart-first tools (including diagramming where relevant).
- Evaluated feature completeness for real organizational complexity (matrix teams, multiple managers, contractors, multi-geo).
- Considered reliability/performance signals implied by typical deployment scale and enterprise usage patterns.
- Looked for integration readiness (HRIS/IdP patterns, APIs, data import/export workflows).
- Considered security posture signals (SSO/RBAC/audit expectations), while avoiding unsupported certification claims.
- Weighted tools that can support both day-to-day directory usage and change events (reorgs, M&A, rapid hiring).
- Ensured coverage across segments: SMB, mid-market, and enterprise.
Top 10 Org Chart & Directory Tools
#1 — Pingboard
Short description (2–3 lines): A dedicated employee directory and org chart platform focused on helping teams quickly find people, understand reporting lines, and keep profile details current. Often used by People Ops and Internal Comms in growing organizations.
Key Features
- Searchable employee directory with customizable profile fields
- Dynamic org charts that update as roles and teams change
- Employee self-service profile updates (governance varies by configuration)
- Team pages and groups to represent departments or communities
- Announcements/engagement-oriented directory features (varies by plan)
- Admin controls for profile completeness and data consistency
- Typical support for representing remote/hybrid details (time zone, location)
Pros
- Strong fit when your main need is directory + org chart adoption across the company
- Generally easier to roll out than heavier HCM suites for “find people fast” use cases
- Helps improve data hygiene when employees can maintain parts of their profiles
Cons
- Reorg planning/advanced analytics may be less deep than org-planning specialists
- Integration depth depends on your HRIS/IdP environment and plan details
- Can become “another system” if you don’t define a clear source of truth
Platforms / Deployment
- Web (mobile support varies / N/A)
- Cloud
Security & Compliance
- SSO/SAML: Not publicly stated
- MFA: Not publicly stated
- Encryption, audit logs, RBAC: Not publicly stated
- SOC 2 / ISO 27001 / GDPR: Not publicly stated
Integrations & Ecosystem
Pingboard is typically used alongside an HR system (for core employee data) and collaboration tools (for discovery and adoption). Integration options vary by plan and environment, and many teams also rely on CSV-based imports/exports for initial setup.
- HRIS data sync patterns (varies / Not publicly stated)
- Identity providers for login/SSO (varies / Not publicly stated)
- Collaboration tools (varies / Not publicly stated)
- API availability (Not publicly stated)
- Data import/export (commonly expected; exact capabilities vary)
Support & Community
Documentation and implementation support vary by plan. Community presence is smaller than general-purpose diagramming tools; expect vendor-led onboarding rather than a large open community.
#2 — ChartHop
Short description (2–3 lines): A people analytics and org planning platform that combines org charts with headcount planning and workforce insights. Often used by People Analytics/HR leadership in mid-market and enterprise contexts.
Key Features
- Org charts tied to workforce data models (roles, levels, compensation fields vary)
- Scenario planning for reorgs and headcount changes (approval workflows vary)
- People analytics dashboards (headcount, spans/layers, trends—configuration dependent)
- Data normalization across multiple people systems (HRIS/ATS/finance patterns vary)
- Fine-grained views and filters for leadership and HR operations
- Auditability of changes and planning iterations (varies by setup)
- Reporting exports designed for planning cycles and leadership reviews
Pros
- Strong for reorg planning + analytics, not just “who reports to whom”
- Helps consolidate people data across systems into a planning-friendly layer
- Useful for leadership visibility without giving broad access to sensitive HR systems
Cons
- More complex implementation than lightweight directories
- Value depends heavily on data quality and governance across source systems
- May be more than you need if you only want a simple directory
Platforms / Deployment
- Web
- Cloud
Security & Compliance
- SSO/SAML: Not publicly stated
- MFA: Not publicly stated
- Encryption, audit logs, RBAC: Not publicly stated
- SOC 2 / ISO 27001 / GDPR: Not publicly stated
Integrations & Ecosystem
ChartHop commonly sits between HR systems and planning/reporting needs. Integration approaches vary, but typically emphasize data ingestion, normalization, and controlled sharing.
- HRIS/ATS ingestion patterns (varies / Not publicly stated)
- Data warehouse / BI workflows (varies / Not publicly stated)
- SSO/identity integrations (varies / Not publicly stated)
- API/webhooks (Not publicly stated)
- CSV imports/exports for governance and backfills (varies)
Support & Community
Typically vendor-led onboarding and support. Best outcomes come from a clear implementation owner (People Analytics/HR Ops) and documented data definitions.
#3 — OrgChart Now
Short description (2–3 lines): An org chart-focused tool often used to generate org charts from directory/HR data and produce shareable, presentation-ready outputs. Common in IT/admin-led environments that want structured org chart publishing.
Key Features
- Automated org chart generation from structured people data (source options vary)
- Chart styling and formatting for executive-ready outputs
- Publishing workflows to share charts internally (method varies by deployment)
- Rules-based grouping and labeling (departments, locations, cost centers)
- Snapshotting/exporting for audits, planning cycles, or compliance documentation
- Support for large orgs with many nodes (performance varies by environment)
- Templates for common org chart formats
Pros
- Strong when you need consistent org chart publishing at scale
- Useful for organizations that want formal, standardized org chart artifacts
- Often fits IT-controlled workflows and governance
Cons
- Less of a “modern social directory” experience than directory-first products
- Integration specifics depend on your directory/HR data sources
- UX may feel more admin-centric than employee-centric
Platforms / Deployment
- Windows (web publishing options vary / N/A)
- Deployment: Varies / N/A
Security & Compliance
- SSO/SAML: Not publicly stated
- MFA: Not publicly stated
- Encryption, audit logs, RBAC: Not publicly stated
- SOC 2 / ISO 27001 / GDPR: Not publicly stated
Integrations & Ecosystem
OrgChart Now is typically positioned around importing structured employee data and producing chart outputs. Many teams combine it with existing directories or HR exports.
- Directory/HR data imports (varies / Not publicly stated)
- Microsoft ecosystem workflows (varies / Not publicly stated)
- Export formats for documents and presentations (varies)
- API availability: Not publicly stated
- Scheduled refresh patterns: Not publicly stated
Support & Community
Support is primarily vendor-driven. Community footprint is smaller than broad diagramming platforms; expect traditional documentation and support channels.
#4 — Microsoft Viva (Org Explorer)
Short description (2–3 lines): A Microsoft 365-aligned people experience layer that can help employees explore the organization and reporting structure within the Microsoft ecosystem. Best for companies standardized on Microsoft 365/Teams.
Key Features
- Org exploration experience integrated into Microsoft’s broader employee experience suite
- Uses organizational data aligned with Microsoft 365 identity and directory concepts
- Discovery flows to find leaders, peers, and related teams (capabilities vary)
- Familiar UX for Microsoft-first organizations
- Admin governance aligned to Microsoft tenant controls (varies by configuration)
- Works well when Teams is the “home” for internal navigation and collaboration
- Benefits from broader Microsoft platform investments (search, identity, policies)
Pros
- Strong fit if you already live in Microsoft 365 and want minimal tool sprawl
- Identity and access governance can align with existing Microsoft admin practices
- Reduces friction when employees prefer to stay inside Teams/Microsoft surfaces
Cons
- Less flexible if you want a standalone, cross-suite directory independent of Microsoft
- Feature availability can vary by licensing, tenant setup, and region
- Reorg planning/what-if modeling may require additional tooling
Platforms / Deployment
- Web (within Microsoft 365 surfaces; desktop/mobile experiences vary / N/A)
- Cloud
Security & Compliance
- SSO/SAML: Typically aligned to Microsoft Entra ID (varies by tenant)
- MFA: Typically available via Microsoft identity controls (varies by tenant)
- Encryption, audit logs, RBAC: Available in Microsoft 365 admin ecosystem (varies)
- SOC 2 / ISO 27001 / GDPR: Available at Microsoft 365 platform level (details vary by service/tenant)
Integrations & Ecosystem
Viva’s main advantage is being part of the Microsoft ecosystem, where identity, collaboration, and governance are already centralized.
- Microsoft 365 and Teams ecosystem alignment
- Microsoft Entra ID directory foundations
- Microsoft Graph-based extensibility patterns (varies / not all features exposed)
- Third-party HRIS connectivity: Varies / Not publicly stated
- Admin policy and compliance tooling via Microsoft 365 controls
Support & Community
Strong enterprise support ecosystem through Microsoft channels and partners; broad admin community knowledge exists for Microsoft 365 generally. Specific Viva feature onboarding varies by tenant and licensing.
#5 — Workday (HCM org structure + directory experience)
Short description (2–3 lines): A major HCM platform where organizational structure and worker data often serve as a system of record. Best for enterprises that want org structure tightly tied to HR processes.
Key Features
- Org structures anchored to HR transactions (hiring, transfers, manager changes)
- Worker profiles and organizational data governance under HR controls
- Reporting and analytics tied to HR data models (capabilities vary by tenant)
- Business process workflows for approvals and org changes
- Role-based access controls aligned to HR security roles (configuration dependent)
- Support for complex enterprises (multi-entity, multi-region structures)
- Integration patterns for downstream systems (payroll, IT, analytics) vary
Pros
- Strong “source-of-truth” foundation when Workday is already your HR core
- Good fit for regulated environments that need governed change workflows
- Reduces duplication when you can rely on HR-grade org data
Cons
- Not always the best employee-friendly directory UX compared to dedicated tools
- Customization and reporting can require specialized admin skills
- Adding a lightweight directory layer on top may still be desirable for adoption
Platforms / Deployment
- Web (mobile options vary by tenant/app configuration)
- Cloud
Security & Compliance
- SSO/SAML: Varies by customer setup
- MFA: Varies by customer setup
- Encryption, audit logs, RBAC: Available (configuration dependent)
- SOC / ISO / GDPR: Not publicly stated here (varies by Workday program and customer contracts)
Integrations & Ecosystem
Workday commonly sits at the center of HR data and feeds downstream directories and access provisioning workflows.
- HR and finance ecosystem integrations (varies)
- Identity provisioning patterns to IT systems (varies / Not publicly stated)
- APIs and integration tooling (varies by Workday modules)
- Data exports for BI/warehouse pipelines (varies)
- Partner ecosystem and SI implementation services
Support & Community
Strong enterprise support model and partner ecosystem. Community is substantial but often gated to customers/partners; implementation quality depends heavily on internal ownership and SI expertise.
#6 — SAP SuccessFactors (People Profile + org structure)
Short description (2–3 lines): An enterprise HXM suite that can serve as a foundational people directory and org structure system. Best for SAP-centered enterprises standardizing HR processes globally.
Key Features
- People profiles connected to HR master data governance
- Org structure management aligned to HR processes and approvals
- Reporting options for HR operations and leadership (varies by modules)
- Global HR support patterns (localization depends on configuration/modules)
- Role-based access controls across HR data (configuration dependent)
- Integration patterns within SAP ecosystem and beyond (varies)
- Supports complex enterprise org models (entities, regions, job structures)
Pros
- Strong for enterprises that need standardized HR data governance
- Integrates well in SAP-centric environments (varies by landscape)
- Good fit when HR processes and org changes must be tightly controlled
Cons
- Employee-facing directory discoverability may be less intuitive than modern directory-first tools
- Admin complexity can be significant in large deployments
- May not be the fastest path to a “beautiful org chart” without additional tooling
Platforms / Deployment
- Web
- Cloud
Security & Compliance
- SSO/SAML: Varies by customer setup
- MFA: Varies by customer setup
- Encryption, audit logs, RBAC: Available (configuration dependent)
- SOC / ISO / GDPR: Not publicly stated here (varies by SAP programs and customer contracts)
Integrations & Ecosystem
SuccessFactors often operates as HR system-of-record data feeding directories, analytics, and IT systems.
- SAP ecosystem integrations (varies)
- Identity and access integrations (varies / Not publicly stated)
- API and integration tooling (varies by modules)
- Data exports to analytics/warehouse pipelines (varies)
- Large implementation partner network
Support & Community
Enterprise support and a broad partner ecosystem. Documentation and community knowledge are extensive, but successful outcomes typically require experienced HRIT ownership.
#7 — BambooHR (Directory + Org Chart)
Short description (2–3 lines): An SMB to mid-market HR platform that includes an employee directory and basic org chart functionality as part of HR workflows. Best for teams that want HR + directory in one place without enterprise complexity.
Key Features
- Employee directory with profile fields commonly used for internal discovery
- Org chart view tied to reporting lines stored in HR records
- Onboarding/offboarding workflows that keep core people data updated
- Permissions and admin roles appropriate for smaller HR teams (varies)
- Employee self-service for certain profile attributes (config-dependent)
- Reporting for headcount and HR operations (depth varies by plan)
- Typically faster rollout than enterprise HCM suites
Pros
- Practical “all-in-one” approach for SMBs that don’t want separate directory tooling
- Directory stays current when HR processes are actually used day-to-day
- Generally approachable admin experience for small HR teams
Cons
- Org planning and scenario modeling are limited compared to planning specialists
- Complex matrix orgs may not map cleanly to simple reporting-line charts
- Integrations may be sufficient for SMB needs but not for deep enterprise ecosystems
Platforms / Deployment
- Web (mobile options vary / N/A)
- Cloud
Security & Compliance
- SSO/SAML: Not publicly stated
- MFA: Not publicly stated
- Encryption, audit logs, RBAC: Not publicly stated
- SOC 2 / ISO 27001 / GDPR: Not publicly stated
Integrations & Ecosystem
BambooHR commonly connects to payroll, benefits, and basic IT workflows, and can also serve as a clean source for directory information.
- Payroll/benefits ecosystem connections (varies / Not publicly stated)
- SSO/identity options (varies / Not publicly stated)
- Data export/import for downstream tools (varies)
- APIs: Not publicly stated
- Collaboration tool connections: Not publicly stated
Support & Community
Generally strong SMB-oriented support expectations, with onboarding resources aimed at HR generalists. Community size is moderate; most support is vendor-led.
#8 — Rippling (Directory + IT-aware employee graph)
Short description (2–3 lines): A workforce platform that blends HR and IT workflows, often using employee records to drive access and device/app provisioning. Best for organizations that want directory accuracy tied to operational automation.
Key Features
- Employee directory connected to lifecycle events (hire, role change, offboarding)
- Org structure visibility tied to manager/team definitions (capabilities vary)
- IT operations alignment (accounts/apps/devices) driven by people changes
- Role- and attribute-based workflows triggered by HR updates (varies)
- Centralized employee profile as an operational “hub” (varies by modules)
- Reporting and auditability around changes (depends on setup)
- Useful for scaling companies with lean HRIT/IT teams
Pros
- Strong when directory accuracy must drive access and operational workflows
- Reduces manual handoffs between HR and IT for common changes
- Good fit for fast-growing teams that want automation without building it all
Cons
- Depth depends on which modules you license and fully adopt
- May not provide specialized reorg scenario planning like org-planning platforms
- Vendor consolidation can be a risk if you prefer best-of-breed per function
Platforms / Deployment
- Web
- Cloud
Security & Compliance
- SSO/SAML: Not publicly stated
- MFA: Not publicly stated
- Encryption, audit logs, RBAC: Not publicly stated
- SOC 2 / ISO 27001 / GDPR: Not publicly stated
Integrations & Ecosystem
Rippling commonly connects people data to operational systems, with integration breadth depending on your module set and environment.
- App/account provisioning workflows (varies / Not publicly stated)
- HR/payroll ecosystem integrations (varies / Not publicly stated)
- Identity providers and device management (varies / Not publicly stated)
- APIs/webhooks: Not publicly stated
- Data export/import for analytics pipelines (varies)
Support & Community
Support expectations are typically vendor-driven with guided onboarding. Community is more customer-based than open; implementation success benefits from clear ownership across HR and IT.
#9 — Lucidchart
Short description (2–3 lines): A collaborative diagramming tool often used to create org charts quickly for documentation, presentations, or one-off planning. Best for teams that want flexible visuals more than a live directory.
Key Features
- Org chart templates and flexible diagramming primitives
- Real-time collaboration for building and reviewing charts
- Import/export workflows for structured data (capabilities vary)
- Versioning and commenting for stakeholder reviews (varies)
- Diagram library beyond org charts (process maps, architecture diagrams, etc.)
- Sharing controls suited to cross-functional collaboration (varies by plan)
- Presentation-friendly output and embedding options (varies)
Pros
- Very flexible for custom org visuals (matrix views, temporary teams, annotations)
- Useful when you need to communicate reorg concepts without changing systems
- Great general-purpose diagramming value beyond org charts
Cons
- Not a “live directory” unless you build processes around keeping it updated
- Governance and data freshness are manual compared to directory-first tools
- Advanced people analytics and directory search are outside its core scope
Platforms / Deployment
- Web (desktop/mobile apps vary / N/A)
- Cloud
Security & Compliance
- SSO/SAML: Not publicly stated
- MFA: Not publicly stated
- Encryption, audit logs, RBAC: Not publicly stated
- SOC 2 / ISO 27001 / GDPR: Not publicly stated
Integrations & Ecosystem
Lucidchart typically fits into documentation and collaboration ecosystems rather than HRIS-driven directories.
- Workspace collaboration integrations (varies / Not publicly stated)
- Identity/SSO integrations (varies / Not publicly stated)
- Import/export with spreadsheets/CSV (varies)
- Embeds into knowledge bases (varies / Not publicly stated)
- APIs: Not publicly stated
Support & Community
Strong general product documentation is common for diagramming platforms; community usage is broad across many diagram types, though org-chart-specific best practices are often self-driven.
#10 — Microsoft Visio
Short description (2–3 lines): A long-standing diagramming tool frequently used in enterprises to produce standardized org charts and documentation. Best for Microsoft-centric organizations that need controlled, document-style outputs.
Key Features
- Org chart creation via templates and structured diagramming
- Enterprise-friendly file formats and document management workflows
- Works well for standardized layouts and print-ready charts
- Integration into Microsoft productivity patterns (exact integrations vary by edition)
- Good for compliance-style documentation where static artifacts are needed
- Broad diagramming use cases beyond org charts (processes, networks, etc.)
- Familiar to many enterprise users already
Pros
- Strong for formal documentation and consistent visual standards
- Fits Microsoft-heavy environments where Visio skills already exist
- Useful when org charts must be packaged into controlled documents
Cons
- Not a modern employee directory; data freshness is typically manual
- Collaboration can be less fluid than modern cloud-first diagram tools (varies by edition)
- Can be overkill if you only need a lightweight, searchable directory
Platforms / Deployment
- Windows (Visio web availability varies by edition/plan)
- Deployment: Varies / N/A
Security & Compliance
- SSO/SAML: Varies by Microsoft environment and edition
- MFA: Varies by Microsoft environment
- Encryption, audit logs, RBAC: Varies by storage/collaboration setup
- SOC 2 / ISO 27001 / GDPR: Available at Microsoft platform level (details vary by service/tenant)
Integrations & Ecosystem
Visio’s ecosystem is strongest inside Microsoft’s productivity and document management landscape.
- Microsoft 365 file storage and collaboration patterns (varies)
- Data import from spreadsheets (varies)
- Templates and add-ins (varies / Not publicly stated)
- Export options for sharing and documentation (varies)
- Enterprise document governance via existing Microsoft controls (varies)
Support & Community
Large user base and broad enterprise familiarity. Support depends on your Microsoft licensing/support arrangements; many admins rely on internal standards and templates.
Comparison Table (Top 10)
| Tool Name | Best For | Platform(s) Supported | Deployment (Cloud/Self-hosted/Hybrid) | Standout Feature | Public Rating |
|---|---|---|---|---|---|
| Pingboard | Company-wide employee directory + org chart adoption | Web | Cloud | Directory-first UX designed for daily discovery | N/A |
| ChartHop | People analytics + org planning and scenarios | Web | Cloud | Org planning with analytics and scenario workflows | N/A |
| OrgChart Now | Standardized org chart publishing from structured data | Windows (web options vary) | Varies / N/A | Automated, repeatable org chart outputs | N/A |
| Microsoft Viva (Org Explorer) | Microsoft 365-native org discovery | Web (surfaces vary) | Cloud | Deep alignment with Microsoft 365/Teams ecosystem | N/A |
| Workday | HR system-of-record org structure in enterprise HR | Web | Cloud | Governance via HR business processes and roles | N/A |
| SAP SuccessFactors | Global enterprise HR org structure + profiles | Web | Cloud | Enterprise HR governance and global HR patterns | N/A |
| BambooHR | SMB HR + directory in one system | Web | Cloud | Simple HR-driven directory that stays current | N/A |
| Rippling | HR + IT workflows with directory-driven automation | Web | Cloud | People changes triggering operational workflows | N/A |
| Lucidchart | Flexible, collaborative org chart diagrams | Web | Cloud | Fast custom visuals and collaboration | N/A |
| Microsoft Visio | Enterprise-grade, document-style org charts | Windows (web varies) | Varies / N/A | Standardized documentation and templates | N/A |
Evaluation & Scoring of Org Chart & Directory Tools
Scoring model (1–10 per criterion), weighted total (0–10):
- Core features – 25%
- Ease of use – 15%
- Integrations & ecosystem – 15%
- Security & compliance – 10%
- Performance & reliability – 10%
- Support & community – 10%
- Price / value – 15%
| Tool Name | Core (25%) | Ease (15%) | Integrations (15%) | Security (10%) | Performance (10%) | Support (10%) | Value (15%) | Weighted Total (0–10) |
|---|---|---|---|---|---|---|---|---|
| Pingboard | 9 | 8 | 8 | 7 | 8 | 7 | 7 | 7.90 |
| ChartHop | 9 | 7 | 9 | 7 | 8 | 7 | 6 | 7.75 |
| OrgChart Now | 8 | 7 | 6 | 6 | 7 | 6 | 7 | 6.90 |
| Microsoft Viva (Org Explorer) | 7 | 7 | 8 | 9 | 8 | 8 | 6 | 7.40 |
| Workday | 8 | 6 | 8 | 8 | 8 | 7 | 5 | 7.15 |
| SAP SuccessFactors | 8 | 6 | 7 | 8 | 8 | 7 | 5 | 7.00 |
| BambooHR | 7 | 8 | 7 | 7 | 7 | 7 | 7 | 7.15 |
| Rippling | 7 | 7 | 8 | 7 | 8 | 7 | 6 | 7.10 |
| Lucidchart | 7 | 8 | 7 | 6 | 8 | 7 | 7 | 7.15 |
| Microsoft Visio | 7 | 6 | 7 | 7 | 8 | 7 | 6 | 6.80 |
How to interpret these scores:
- Scores are comparative, not absolute; a “7” can still be a great fit depending on your context.
- “Core” favors live directories, dynamic org charts, and org complexity support over static diagrams.
- “Security” reflects enterprise governance signals (where clearly inferable) and conservative scoring where details are not publicly stated.
- “Value” depends on whether the tool replaces other systems (directory + planning vs diagram-only) and how much adoption you expect.
Which Org Chart & Directory Tool Is Right for You?
Solo / Freelancer
If you’re solo, you rarely need a dedicated org chart tool. Consider:
- A diagramming tool (Lucidchart or Visio) only if you frequently produce org charts for clients.
- Otherwise, keep it simple with a spreadsheet or lightweight diagram template.
SMB
Most SMBs need two things: accuracy and adoption.
- If you want HR + directory together: BambooHR can cover directory basics tied to HR workflows.
- If you want a dedicated directory experience employees will actually use: Pingboard is typically a better “daily driver.”
- If HR and IT are tightly linked and you want automation on join/move/leave: Rippling can be compelling.
Mid-Market
Mid-market orgs often hit the “reorg every quarter” phase and need better governance.
- For reorg planning and leadership-ready analytics: ChartHop is usually the most direct fit.
- For Microsoft-first companies that want to reduce tool sprawl: Microsoft Viva (Org Explorer) can be a practical layer (especially when Teams is central).
- If you still need polished, standardized charts for formal sharing: OrgChart Now (or diagramming tools) can complement your system-of-record.
Enterprise
Enterprises typically have two parallel needs: system-of-record governance and employee-friendly discovery.
- If Workday or SuccessFactors is your HR backbone: rely on it for authoritative structure, then consider layering:
- Microsoft Viva (Org Explorer) for Microsoft-native discovery
- ChartHop for cross-system analytics and reorg scenario planning
- For formal documentation deliverables: Visio or OrgChart Now can still be relevant in controlled environments.
Budget vs Premium
- Budget-conscious: Start with Lucidchart (collaboration) or existing Visio licenses for diagrams; pair with a clear process for updates.
- Premium: Invest in ChartHop when analytics and planning save real executive time, or Pingboard when adoption and findability are the priority.
Feature Depth vs Ease of Use
- Easiest rollouts: Directory-first tools (often Pingboard) or HR-driven SMB suites (BambooHR) where data is already maintained.
- Deepest planning: ChartHop (especially for scenario workflows and analytics).
- Most flexible visuals: Lucidchart (and Visio) when custom presentation matters more than live data.
Integrations & Scalability
- If your org data lives in multiple places (HRIS + ATS + finance + IdP), prioritize tools that can normalize and govern data (often ChartHop) or lean into your suite ecosystem (Workday/SAP + Viva).
- If you want directory accuracy to drive IT workflows, consider Rippling to reduce lifecycle friction.
Security & Compliance Needs
- If you have strict governance needs, focus on:
- RBAC and field-level visibility
- Audit logs for profile and org changes
- Clear “source of truth” rules (HRIS vs directory)
- Enterprises often prefer using established platforms (e.g., Workday/SAP as systems of record, Microsoft surfaces for access governance), then layering employee-friendly experiences on top.
Frequently Asked Questions (FAQs)
What’s the difference between an org chart tool and an employee directory tool?
An org chart tool focuses on visual structure (reporting lines, departments). A directory tool focuses on finding people (search, profiles, filters). Many products combine both, but one is often stronger.
Do these tools replace an HRIS like Workday or SuccessFactors?
Usually no. HRIS platforms are systems of record for HR processes. Org chart/directory tools often consume HRIS data to provide better discovery, planning, or visualization.
How do org charts stay up to date?
The most reliable approach is to sync from a system of record (often HRIS) plus governed self-service for “soft” fields (photo, pronouns, skills). If updates rely on manual edits, charts drift quickly.
What pricing models are common in this category?
Most tools price per employee per month (directory tools) or by seat/tier (diagramming tools). Enterprise HCM pricing varies significantly. Exact pricing is often not publicly stated.
How long does implementation take?
Diagramming tools can be immediate. Directory-first tools can take days to weeks. Org planning platforms can take weeks to months depending on integrations, data cleanup, and governance design.
What are common mistakes during rollout?
The big ones: unclear source of truth, inconsistent manager data, too many profile fields, no privacy rules, and lack of an adoption plan (employees don’t know why they should use it).
Can these tools handle matrix orgs and dotted-line reporting?
Some can represent dotted lines or multiple teams; others primarily support a single manager chain. If matrix support is critical, validate it with a real sample dataset before committing.
What security features should I require?
At minimum: role-based access control, controlled exports, and audit logs. For larger orgs: SSO, strong admin roles, and field-level visibility. Certifications vary and are often not publicly stated per feature.
Can I integrate the directory into Slack or Microsoft Teams?
Often yes, but the exact integration depends on the vendor and plan. In Microsoft-first environments, Viva-style experiences may reduce the need for separate integrations.
How hard is it to switch tools later?
Switching is easiest when your HRIS/IdP remains the source of truth and your directory tool is a presentation layer. It’s harder if you store unique profile data only in the directory tool without an export plan.
What are good alternatives if I only need org charts for slide decks?
Use a diagramming tool like Lucidchart or Microsoft Visio and treat org charts as documents. Just recognize you’re trading off live updates and searchability.
Conclusion
Org chart & directory tools sit at the intersection of HR data, identity, and daily collaboration. In 2026+, the winners are usually the tools that (1) stay accurate via integrations and governance, (2) are easy enough that employees actually use them, and (3) meet rising expectations around privacy and controlled access.
There isn’t a single “best” tool for every org:
- Choose Pingboard when adoption and findability are the priority.
- Choose ChartHop when you need org planning and people analytics.
- Lean on Workday or SAP SuccessFactors when HR governance is primary, and layer discovery/planning tools as needed.
- Use Lucidchart/Visio when you need flexible visuals rather than a live directory.
Next step: shortlist 2–3 tools, run a pilot with real org data, and validate integrations, access controls, and update workflows before rolling out company-wide.