Internal communication is essential to the success of any company. However, lack of communication or ineffective communication can have a negative impact on company culture and productivity. In this blog, we will explore what dysfunctional internal communication is, how it impacts companies, the types of communication, how poor quality employee work affects the company and some solutions to prevent it.
What is dysfunctional internal communication?
Dysfunctional internal communication refers to any communication breakdown within a company. This can include lack of transparency in decision making, lack of information about goals and expectations, lack of effective feedback, and lack of effective communication between departments or hierarchical levels. Dysfunctional internal communication can also include a culture of silence or a culture of fear where employees do not feel comfortable sharing their opinions or ideas.
How does it impact companies?
Dysfunctional internal communication can have a very negative impact on a company. On the one hand, it can generate conflicts and tensions among employees, which can affect the work environment and productivity. On the other hand, it can generate misunderstandings and errors in decision making, which can affect the company’s efficiency. In addition, dysfunctional internal communication can also affect employee motivation, as they may feel that they do not have a voice in the company and that they are not being given the information they need to do their job well.
Types of communication
There are several types of communication that can be affected by dysfunctional internal communication. These include:
Upward communication:
This is the communication that goes from employees to managers or directors. Lack of upward communication can cause employees to not feel heard or valued. Managers may miss important information that could help them improve the company.
Downward communication:
Refers to communication that goes from managers or directors to employees. Lack of downward communication can result in employees not being aligned with the company’s objectives or not knowing what is expected of them. Managers may miss opportunities to improve employee motivation or to improve the quality of work.
Horizontal communication:
This is communication between employees at the same hierarchical level or in different departments. Lack of horizontal communication can create silos in the company and affect collaboration and efficiency. Managers may miss important information about the company’s processes and operations.
Informal communication:
This is communication that occurs outside the company’s official communication channels, such as in informal meetings or on internal social networks.
How does the lack of quality of the employees’ work affect the company?
Lack of quality in employees’ work can be a direct result of dysfunctional internal communication. When employees do not receive the information they need, are not aligned with company goals or do not feel heard, they can lose motivation and confidence in their work. This can lead to poor work quality, increased errors and decreased productivity.
In addition, a lack of quality in employee work can also have a negative impact on customer satisfaction. If employees are not communicating important information or are not working collaboratively, customers may receive inefficient and low-quality service, which can result in a poor reputation for the company.
Solutions
To prevent dysfunctional internal communication, companies must take active steps to improve communication and foster a culture of transparency and collaboration. Here are some solutions:
Establish clear communication channels:
Companies should have clear and accessible communication channels for employees to communicate effectively. This can include regular meetings, feedback systems, surveys, internal social networks and other formal and informal communication channels.
Foster a culture of collaboration:
Companies should foster a culture of collaboration and teamwork where employees feel comfortable sharing their ideas and opinions. This can include training, workshops and other activities that encourage collaboration and teamwork.
Provide effective feedback:
Managers should provide effective and frequent feedback to employees so they know how they are doing their jobs and what they can improve. This can include setting clear goals and regularly reviewing performance.
Encourage open communication:
Companies should incentivize open communication and constructive feedback. This may include creating a recognition system for employees who provide constructive feedback and communicate effectively.
In conclusion, dysfunctional internal communication can have a significant impact on a company’s culture and productivity. Human resource managers must take active steps to improve communication within their companies and foster a culture of transparency and collaboration.
By establishing clear communication channels, fostering a culture of collaboration, providing effective feedback, and encouraging open communication, companies can prevent dysfunctional internal communication, improve the quality of their work, and improve customer satisfaction.
