What is horizontal communication?

Did you know the average employee spends over a quarter of their workday just managing emails? And that senior managers spend about half their day in meetings? But here’s the catch: how we communicate matters just as much as how often we do it. That’s where horizontal communication comes in.

Also known as lateral communication, horizontal communication is all about how teams and coworkers share information directly with one another — not just messages handed down from the top. In today’s fast-paced, cross-functional workplaces, it’s playing a bigger role than ever.

Let’s take a closer look at how horizontal communication works, and why it might just change the game for your team.

What is horizontal communication?

Imagine you’re working on a group project with a few coworkers who are at the same level as you — no one’s the “boss” of the group. When you chat, share updates, or brainstorm ideas with them, that’s horizontal communication. It’s basically any communication that happens between peers — people who have similar roles, responsibilities, or authority.

It’s super common in team environments, especially in workplaces that encourage collaboration. Unlike top-down communication (more on that in a sec), horizontal communication helps keep everyone on the same page and moving in the same direction.

Why is horizontal communication becoming more popular?

Traditionally, big companies have hierarchical structures that focus on vertical communication. But communication methods and channels have changed massively over the past 50 years, with email, chat apps, mobile, and video conferencing transforming the way we all talk to one another.

Now, anyone can talk to and share information with anyone in seconds. This has naturally made organizational communication a little more horizontal in practice by default, even within a vertical communication structure.

What are some examples of horizontal communication?

Let’s bring this to life with some concrete examples. You’ll probably recognize most of these from your own workday.

• Team collaboration on a shared document: Say you and a coworker are working on a proposal together in Google Docs. You’re leaving comments, making edits, and updating each other in real time. That’s horizontal communication in action.

• Casual check-ins: Imagine you’re grabbing coffee and chatting with someone from your department about how a project is going. It’s informal, but it helps build relationships and share insights.

• Cross-functional teamwork: Picture a marketing specialist teaming up with a designer to work on a campaign. They’re not in the same department, but they’re peers and need to stay aligned.

• Project updates in a team chat: You’re all on a project Slack channel, giving status updates and flagging any blockers. No managers involved — just peers helping each other out.

• Daily standups: In Agile or Scrum settings, daily standups are a common place for horizontal communication — team members quickly share what they’re working on and coordinate next steps.
  

What are the advantages of horizontal communication?

There are a ton of benefits to getting horizontal communication right — especially in modern workplaces that thrive on teamwork and speed.

• Faster problem-solving: When people don’t have to go through several layers of approval to get answers, they can solve issues on the spot. That’s a huge time-saver.
  
• More innovation: Great ideas don’t just come from the top. Encouraging open dialogue between peers can spark creativity and lead to unexpected breakthroughs.
  
• Stronger teamwork: When coworkers communicate regularly and openly, they build stronger relationships and trust — key ingredients for effective teamwork.
  
• Increased morale: Feeling like your voice matters and that you’re part of a collaborative team boosts job satisfaction and employee engagement.
  
• Improved efficiency: Tasks move along quicker when teams talk directly. There’s less waiting, fewer misunderstandings, and more ownership of the work.

What are the disadvantages of horizontal communication?

That said, horizontal communication isn’t always smooth sailing. Here are a few potential pitfalls:

• Lack of alignment: Without a central decision-maker, teams can head in different directions. Too much autonomy without coordination can lead to duplicated work or clashing efforts.
  
• Conflict and tension: Peer disagreements can get heated—especially when roles or responsibilities overlap. Without clear boundaries or conflict resolution strategies, things can spiral.
  
• Message overload: When everyone’s talking to everyone all the time, it’s easy to get buried in messages, updates, or group chats that feel endless.
  
• Informal messages getting lost: A quick Slack message might be missed or forgotten, especially if it’s not documented elsewhere. Sometimes important info gets buried.
  
• Lack of accountability: In some cases, no one feels “in charge,” which can lead to missed deadlines or vague responsibilities.
  

What is vertical communication?

Now, let’s look at the other direction — up and down the organizational ladder. Vertical communication is how information moves between people at different levels in a company, like a team lead giving instructions to their team, or an employee submitting a report to a manager.

It can go downward (from higher-ups to team members), like when leadership shares a new company policy, assigns tasks, or sets performance goals. It can also go upward, like when employees share feedback, request resources, or report progress.

Vertical communication is often a bit more structured than horizontal communication. It might involve formal emails, reports, performance reviews, or team meetings. It helps maintain order and ensures that everyone’s aligned with the company’s big-picture goals.

And while it can sometimes feel a little stiff, it plays a critical role in how organizations stay organized. Without it, decisions don’t get made, and teams don’t know what direction to go in.

Examples of vertical communication

There’s a good chance you’ve seen (or sent) these kinds of messages before:

• Manager assigning a new project: Let’s say your boss sends you a detailed email outlining your role in an upcoming campaign. That’s a classic example of downward vertical communication.
• Performance reviews: These are typically manager-to-employee conversations where feedback is shared and goals are discussed.
• Employee feedback to leadership: Whether through surveys, one-on-ones, or direct messages, this is vertical communication going upward.
• Company-wide announcements: Maybe the CEO sends out a quarterly update about company performance or strategic changes. That’s another example of downward vertical communication.
• Requests for support or approval: If you ask your manager for more budget or time for a project, you’re engaging in upward vertical communication.

What are the advantages of vertical communication?

Vertical communication plays a key role in keeping organizations structured and aligned. Here are some of the main benefits:

• Clear roles and direction: Everyone knows who to report to and where decisions come from. It reduces confusion and helps teams stay focused on priorities.
• Consistent messaging: Leadership can deliver updates, policies, or goals in a structured way, making sure the entire organization hears the same thing.
• Better accountability: When expectations are passed down and updates go back up, it’s easier to track performance and identify who’s responsible for what.
• Strategic decision-making: Leaders get a broader view of what’s happening across departments through upward feedback, helping them make more informed choices.
• Documentation and tracking: Vertical communication often involves formal reports or performance reviews, which creates a paper trail for future reference.
• Employee voice: When upward communication is encouraged, employees have a chance to share insights, ask questions, or flag concerns—giving them a seat at the table.

What are the disadvantages of vertical communication?

Of course, vertical communication has its downsides too. Here are a few common challenges:

• Delayed information flow: Messages often move slowly through layers of management, meaning decisions or updates can take time to reach the people who need them.
• Miscommunication risks: As information passes through multiple people, details can get lost, reworded, or misunderstood along the way.
• Lack of transparency: If leadership filters information too much, employees may feel left out or unclear about what’s really going on.
• Fear of speaking up: In top-heavy cultures, employees might hesitate to share feedback or challenge ideas from higher-ups — especially if they worry about negative consequences.
• Overreliance on management: Teams may get too used to waiting for direction from above, which can reduce autonomy and slow down day-to-day problem-solving.
• Siloed teams: If departments only communicate up and down within their own structure, it limits cross-team collaboration and can create disconnection across the company.

Horizontal communication vs vertical communication

Okay, so what’s the real difference between these two? It’s all about direction and purpose.

Horizontal communication is peer-to-peer. It’s quick, flexible, and often informal. It helps with coordination, collaboration, and everyday decision-making. You use it to align with teammates, share updates, solve problems, and generally keep things running smoothly.

Vertical communication, on the other hand, is structured and hierarchical. It’s either top-down (like instructions or announcements) or bottom-up (like feedback or reports). This type of communication helps with big-picture planning, accountability, and decision-making at the organizational level.

Here’s a quick breakdown:

Aspect	Horizontal Communication	Vertical Communication
Direction	Peer to peer	Up and down the hierarchy
Purpose	Coordination, teamwork, daily operations	Strategy, planning, reporting, instructions
Tone	Often informal	Often formal
Tools	Chats, emails, project tools	Reports, meetings, HR systems
Speed	Generally faster	Often slower and more deliberate

The two aren’t in competition—they work together. Horizontal keeps things efficient on the ground, while vertical ensures that the company’s goals are being met from the top down.

Barriers to effective horizontal communication

Even when teams want to collaborate better, a few common barriers can get in the way:

• Poor listening habits: Communication isn’t just about talking — it’s also about really hearing what others are saying. Interruptions, assumptions, or distracted multitasking can all hurt the flow.
  
• Departmental silos: If teams or departments rarely interact, it’s hard to build relationships or trust. Silos kill collaboration and create knowledge gaps.
  
• Cultural differences or communication styles: Some people are direct; others are more passive. Different backgrounds or preferences can lead to misunderstandings if not acknowledged.
  
• Unclear roles or responsibilities: If people aren’t sure who’s supposed to do what, it can lead to duplicated effort or tasks falling through the cracks.
  
• Lack of shared tools or channels: If there’s no consistent place to communicate—like a shared chat platform or project board—info gets scattered and disorganized.
  

Steps to craft an effective horizontal communication strategy

Want to make horizontal communication one of your team’s strengths? Here’s a step-by-step approach:

1. Pick the right tools
   Choose platforms that make peer communication easy — think Slack, Microsoft Teams, shared docs, online whiteboards, or task managers like Backlog, Asana, or Trello. Bonus points if they integrate well with each other.
   
2. Create shared norms
   Set expectations for how your team communicates. When should you use email vs. chat? Are daily check-ins needed? What’s the etiquette around tagging people or replying late?
   
3. Encourage cross-functional collaboration
   Don’t just stick to your own department. Encourage teams to collaborate across functions and share insights—especially on projects that span multiple skill sets.
   
4. Offer training and feedback
   Not everyone is a natural communicator. Run workshops or provide resources on giving feedback, active listening, and handling disagreements constructively.
   
5. Celebrate open communication
   Recognize when people collaborate well or speak up with great ideas. Highlighting these moments encourages others to follow suit.
   
6. Evaluate and adapt
   What’s working? What’s not? Check in regularly with your team and adjust your communication strategy based on real feedback. The best strategies are flexible.

Should you choose horizontal or vertical communication?

Knowing your business is key to choosing a communication channel that works for you.

Every business is different, and just because a lot of cool startups are embracing horizontal communication structures, it doesn’t mean it’s the right choice for your business.

Choose a route that works with your values, not against them. If your business values structure and authority, vertical will probably feel like a more natural choice. If you’re a small startup or a business focusing on transparency, creativity, and shared leadership, then a horizontal communication style might be just the ticket. Or, instead, perhaps, like many businesses, you can embrace a blend of both.

Final thoughts

Communication takes up a huge chunk of the working day and shapes the very future of your business, so it pays to get it right. With more and more people working from home (and the challenges remote working brings), it’s increasingly important to make sure everyone in the business knows how, when, and why they should communicate.

Having a good range of channels will help create a cohesive and flexible environment for employees to collaborate across the entire organization — whether you’re strictly vertical or embracing a flatter, more collaborative way of sharing information.

Of course, strong communication doesn’t happen by accident — it needs the right mindset and the right tools. That’s where project management software like Backlog can really make a difference. It gives teams a central place to track progress, assign tasks, leave comments, and keep everyone in the loop without endless email chains or scattered messages. 

At the end of the day, it’s not just about sending messages — it’s about creating a culture where people feel connected and supported. And when that happens, teamwork becomes a whole lot easier.

This post was originally published on February 18, 2021, and updated most recently on August 21, 2025.