The Power of Internal Networking
In business environments, we often talk about the importance of networking. Most often, however, this refers to external networking: professional and individual connections with actors outside our organization or company. Yet every organization also has an informal internal network alongside formal structures: who is an expert in what, who can be approached, where the right experience, influence and knowledge can be found, who can connect whom, and which doors or pathways someone can open.
Internal networking receives less attention, even though it is crucial.
Internal networking is not about exchanging contact details or saying hello from time to time. It is about forming meaningful connections accross teams, departments.
It crosses hierarchies, department boundaries, often develops organically from the bottom up. It works well when people dare and are able to initiate connections with colleagues from other areas – not only with managerial permission, not only with leaders' awareness, and not only through formal channels.
Why is internal networking important?
Value creation and productivity through collaboration
People gain a better understanding of how their work connects with other areas, learn best practices, leverage synergies, and this leads to development at both individual and organizational levels. This way more value is created, work also becomes more efficient and productive . It becomes easier to find a shared purpose.
Knowledge sharing and innovation
When there are no boundaries around sharing ideas, and ideas can come from any part of the company, people feel free to reach out to anyone within the organisation and internal networking builds the foundation for innovation. It also creates an informal map of expertise across the organisation.
Doors and pathways may open to new ideas and innovation, that would otherwise remain closed or open only slowly. The walls of silos can disappear.
Positive work culture and employee retention
Internal networking strengthens the sense of belonging and connection across the organisation.
When people can reach out beyond formal boundaries, they feel less isolated, more connected, and part of something larger than their immediate role or team.
As long as employees feel they are learning, growing and contributing to meaningful work — not stagnating or operating in isolation — they are far more likely to stay engaged and committed to the organisation. Internal networking helps create exactly this environment: one where development, connection and meaningful contribution reinforce each other.
Long-term relationships
A relationship built today can become crucial years later in connection with a new project, role or opportunity. It is not only about who you know, but also about the quality of the relationship, how active and alive that relationship is.
🎁 Solution-focused question for organizations
❓How can we consciously support internal networking so that it truly breaks down silos and becomes a natural way of operating rather than an extra effort?
💡Tips for organizations
1. Make cross-functional connections legitimate at all levels: not only leaders should be allowed to connect, and people should not need permission or approval for professional conversations.
2. Create opportunities for informal encounters: joint learning, open forums, cross-team discussions, and dedicated internal networking occasions where connections are intentionally encouraged.
3. Make the internal network visible, if possible: who is strong in what, who provides professional support, who inspires, who has decision-making power or influence.
4. Recognize those who build bridges across areas: treat relational work as a value, not only individual performance.
🎁 Solution-focused question for everyone within an organization
❓Who would it be useful to connect with inside the organization right now to learn, get feedback, gain energy or move an issue, idea or project forward?
💡Tips
1. Think consciously about your internal relationships and conduct a stakeholder analysis:
- who supports your professional development,
- who gives you energy or inspiration,
- who has influence or insight into decisions,
- who represents risks or challenges, and why - and how can you turn it aorund?
2. Start small: one coffee, a short conversation, one curious question is enough.
3. Dare to ask questions, ask for help, and be curious.
4. Do not connect only when there is an immediate need. Nurture your relationships.
5. Think in terms of reciprocity: who could benefit from what you know?
6. If you are a leader, allow your team members to freely connect with other areas; you do not need to know about or approve every connection.