Fluid Communication

Feb 9

Breaking Down Barriers: The Power of Fluid Communication in Organizations

Imagine a workplace where information flows freely, feedback isn’t trapped in silos, and collaboration happens across levels—not just within them. Often the challenge of the corporate organization is information siloing where information is housed in specific departments and rarely shared, at least openly, across other business segments. When this occurs, the best ideas tend to be held back, and despite desires to grow together towards a meaningful company initiative, progression slows and stagnates. When communication is restrained, whether through fear, concern about idea theft, or simple worry and concern about position security, the whole of the organization suffers. How can the organization combat the pitfalls of communication stagnation - fluid communication.

The basis of fluid communication — a cultural shift that transforms how organizations operate, connect, and thrive - centers on the idea of removing functional barriers within the organization to allow for open feedback loops throughout the organization. The following article will explore the concepts of fluid communication and how it can be seen, and used, within your organization.

What Is Fluid Communication?

Fluid communication is more than an “open door policy.”
It’s the practice of:

Sharing information transparently
Encouraging dialogue across roles and departments
Breaking down rigid hierarchies that block feedback
Adapting communication to fit the context, audience, and moment

It’s a dynamic approach where ideas move naturally, not just through formal channels. Too often information becomes stuck behind gatekeepers, or team members who see information as an interoffice currency. They who have the information have the power, right? However, when information is held for ransom, and communication is stagnated due to its perceived value, the whole of an organization suffers. Information within the organization should reflect the vision and mission of the business, supported by team members at in all segments of the business. Yes, there are some areas where information is privileged, but those moments are far fewer than not. Fluid communication centers on the premise that ideas, thoughts, insights should all have a place at the table. Further, the sharing of those ideas should be supported, encouraged and, above all, safe without the fear of retaliation. When safety and support are met, communication becomes more than just conversation, it transitions into true growth potential for the organization.

Why It Matters

Builds Trust

When leaders and teams communicate openly, trust deepens. Employees feel informed, respected, and included in the bigger picture.

Increases Agility

Organizations with fluid communication adapt faster. They can pivot in response to market shifts or internal challenges because information doesn’t get stuck.

Strengthens Collaboration

When departments talk to each other, not just up and down the chain, they see how their work connects. Silos shrink, and shared goals emerge.

Surfaces Hidden Insights

Great ideas often come from unexpected places. Fluid communication ensures those voices are heard before they fade.

Supports Wellbeing

Clear, transparent communication reduces anxiety, especially during change. Employees know what’s happening and why it matters.

What It Looks Like in Practice

Leaders sharing context, not just decisions
Teams using tools that enable real-time feedback and conversation
Encouraging “skip-level” conversations between junior staff and senior leadership
Making meetings interactive, not performative
Asking—and acting on—employee feedback, visibly and consistently

Questions to Ask as a Leader

While developing a plan to facilitate growth within your organization, your first step is to engage your current leadership to determine their current communication strategies. It isn’t just enough to know that clear and open communication is necessary for growth, it is necessary to establish that those communication processes are effective and utilized. To help determine whether communication is occurring openly, rather than limited, consider some of the following questions for your leadership:

Do our people know why decisions are made—or just what decisions are made?
Are we listening as much as we’re talking?
Do employees feel safe raising concerns outside their immediate team?
Where do conversations stop? And why?

It is often easy to default to a common response of, “Of course we are communicating in an effective manner.” It is a common pitfall. Why? Because it is an easy, go-to response, that quite frankly falls short. We, as people, tend to give ourselves too much credit for the things we believe we have done, while glossing over the areas where gaps may exist. It isn’t done in a deliberate and intentional way; it is just a byproduct of being human. Because of this, however, it is important to fully assess and understand what is happening versus what we think or perceive is happening. The nuances in differences between communication gaps, and bridges, make all the difference in building a successful organization.

Final Thought

Fluid communication isn’t about more noise. It’s about more meaningful connection. When communication is viewed as a necessary evil to complete daily tasks, interaction and engagement fall short in almost every capacity. As employees feel that their voice no longer matters, that conversation is surface level at best, and that the most critical information is being withheld, they begin to shut down, shut off, and turn away. At the core of almost every employee is the human need to feel seen, heard, and understood. This begins with feeling like they have value within the organization. Position, status, and rank may identify seniority and leadership, but they do not define valuable insight, thought, and intuition that drives clear and focused communication. The strength of any organization is its ability to effectively relay ideas so that everyone understands the vision and the path necessary to achieve business goals and benchmarks. Corrective paths need to be addressed and assessed throughout the process, and fostering fluid communication allows for the organic development of those ideas as they occur.

When organizations invest in open, adaptive, and human-centered communication, they don’t just move information—they move people. As people feel supported in their role, they open more ideas, present new information, and become willing to let loose their best because they know the organization has their best interest in mind. When the work environment can foster this level of transparency and engagement, the team wins. Fluid communication, in this context, is not just more conversation, it is deeper conversation with data that matters.

And that’s where real transformation begins.

Call-to-Action: If your organization is ready to transform your current communication strategies into an effective fluid communication culture-driven experience, our team can help design, implement, and optimize programs that integrate communication, engagement, and cultural interaction within your organization. Contact us today or subscribe for insights on building onboarding programs that inspire and retain talent.

Justin Kurth