In the modern workplace, collaboration and connection go far beyond formal teams and reporting lines. Increasingly, organisations are investing in organisational communities — internal spaces where employees come together not because they must, but because they want to.
These communities can take many forms. Some exist to share knowledge across departments. Others foster a sense of belonging or advocate for diversity and inclusion. Still others connect people around professional development or shared interests outside of day-to-day work.
What unites them is their purpose: to build culture, encourage collaboration and create opportunities for personal and collective growth beyond traditional organisational structures.
In this article, we will explore what organisational communities are, why they matter, what types exist, and how they can be nurtured effectively.
What are organisational communities?
Organisational communities are groups formed within a company or institution to bring employees together around shared goals, identities or interests. Unlike functional teams, which exist to execute tasks, communities exist to foster connection and exchange.
These communities often operate informally alongside formal hierarchies and can be open to all or focused on specific member groups.
Key characteristics of organisational communities:
Internal focus: They are designed for employees or members of the organisation.
Shared purpose: Members come together around common goals, values or identities.
Voluntary participation: In most cases, membership and participation are optional and driven by interest.
Cultural impact: They influence organisational culture, communication and knowledge sharing.
Why organisational communities matter
As organisations become more complex, distributed and fast-moving, communities fill vital gaps left by traditional structures.
They foster connection and belonging
Organisational communities create space for employees to find common ground, build relationships and feel part of something bigger than their job description.
They break down silos
Cross-functional communities encourage knowledge sharing and collaboration across departments, roles and geographies.
They support professional development
Communities of practice and learning networks enable peer-to-peer learning, mentorship and skill sharing, helping employees grow.
They amplify employee voices
Communities provide channels for employees to share ideas, raise issues and participate in shaping organisational culture and policies.
They enhance retention and engagement
Employees who feel connected to peers and supported in their growth are more likely to stay and thrive within the organisation.
Types of organisational communities
Organisational communities can serve various purposes. While every company will develop unique structures based on its culture and needs, most communities fall into several broad categories:
Communities of practice
Focused on shared disciplines or job functions, these communities support knowledge exchange and skill development among peers (e.g. product managers, designers, engineers).
Communities of interest
Centred around shared passions or interests outside of work, these communities strengthen social bonds and create inclusive cultures (e.g. book clubs, sports groups, wellness initiatives).
Communities of identity or advocacy
Formed to support underrepresented groups and promote diversity, equity and inclusion (e.g. women in tech, LGBTQ+ networks, cultural affinity groups).
Communities of learning
Dedicated to upskilling and continuous learning, often through peer-led workshops, study groups or mentoring (e.g. data literacy groups, leadership circles).
Cross-functional or project communities
Focused on collaboration around specific organisational priorities, transformations or change initiatives.
Building and nurturing organisational communities
While some communities emerge organically, successful organisational communities are often intentionally supported. Community builders and leaders should consider:
Creating clear purpose and structure
Define why the community exists, who it serves and how it will operate. Purpose gives communities direction and relevance.
Securing sponsorship and resources
Support from leadership and access to resources (such as platforms, budgets or meeting spaces) signal that the organisation values community-building efforts.
Empowering community leaders
Identify and support champions or volunteers to lead and sustain the community. Effective leadership is critical for momentum.
Encouraging inclusive participation
Make it easy for new members to join and contribute. Communities should reflect and serve the diversity of the organisation.
Providing tools and spaces for connection
Leverage internal communication platforms, dedicated spaces or regular meetups to foster ongoing interaction.
Celebrating impact and milestones
Recognise contributions and successes to keep communities visible, appreciated and aligned with broader organisational goals.
Measuring the impact of organisational communities
Demonstrating the value of communities helps secure continued support. Indicators of success can include:
Member participation and growth.
Cross-departmental connections and collaboration.
Employee retention and engagement metrics.
Professional development outcomes.
Positive contributions to organisational culture and inclusion.
Final thoughts
In an era where workplace connection and engagement are increasingly critical, organisational communities offer more than just social outlets. They create powerful networks that strengthen culture, break down silos and support individual and collective growth.
Communities that are built with intention — and supported with care — become essential to organisational life. They offer employees opportunities to connect authentically, learn continuously and contribute meaningfully beyond their defined roles.
For organisations seeking to navigate complexity and foster belonging, investing in community is no longer optional. It is a strategic imperative.
Done well, organisational communities do not just reflect the culture — they help create it. They turn workplaces from collections of individuals into thriving ecosystems of connection, learning and shared purpose.
FAQs: Organisational communities
What is the difference between organisational communities and employee resource groups (ERGs)?
Employee resource groups (ERGs) are a type of organisational community, typically focused on identity-based support and advocacy (such as race, gender or LGBTQ+ groups). Organisational communities is a broader term that includes ERGs but also encompasses communities of practice, learning groups and interest-based networks across the organisation.
How do organisational communities benefit remote or hybrid workplaces?
In remote or hybrid environments, organisational communities provide essential connection points beyond formal work tasks. They help reduce isolation, create social and professional touchpoints and maintain company culture across distributed teams.
Can organisational communities be formed organically or do they need formal support?
Both are possible. Some communities emerge naturally when employees share common goals or interests. However, formal support — such as recognition, tools and leadership backing — helps communities sustain themselves, scale and align with organisational objectives.
How do you prevent organisational communities from becoming cliques?
Strong communities are inclusive by design. Prevent cliques by:
Promoting open membership and encouraging diverse participation.
Rotating leadership roles to keep perspectives fresh.
Ensuring community goals align with company-wide values and avoid exclusivity.
Should organisational communities have KPIs or goals?
While not mandatory, defining goals and success metrics can help communities stay purposeful and demonstrate their value to the organisation. KPIs may include participation rates, knowledge sharing outcomes, impact on retention or diversity, and employee feedback.
How do you encourage participation in organisational communities?
Boost participation through:
Clear communication of community purpose and benefits.
Leadership endorsement and visible participation.
Recognising contributions and successes.
Providing flexible formats for engagement (online, asynchronous, in-person).
