Effective communication with both internal and external stakeholders is the lifeblood of a coherent organisational culture. Communication needs to operate effectively in both directions between stakeholders and the organisation. Effective communication is open, clear and detailed. Effective communication facilitates reflection, self-awareness and consequently self-correction based on an accurate picture of where the organisations current position in relation to where it would prefer to be in terms of both culture and strategic objectives.
The social structure of the organisation in practice is be defined by the communication networks and processes within the organisation. In other words, who gets told what and by whom? Does everything that is communicated reach its desired recipients? Does everything that needs to be communicated get communicated accurately and to all the right people and none of the wrong people? Does communication happen in the time that it is meant to happen?
Communication defines inclusion and exclusion, it defines power structures, politics and it defines relationships. Its flow or lack of flow can facilitate or impede decision-making, and the smooth running of daily tasks. As described above, the objectives values, brand identity are created or distorted and muddled through communication. People’s roles are experienced and played out and defined by communication. People’s experience of the company has to do with their experience of communication within the company.