Types of social networks

Types of Social Networks in Organizations

Social network analysis within an organization enables the exploration and understanding of informal connections and flows that exist alongside the official hierarchical structure. Identifying these networks is crucial for improving communication, collaboration, and overall organizational efficiency. Below are the types of networks that can be analyzed, along with their characteristics and sample research questions.

Communication Network

This type of network reveals the organization's informal structure by mapping actual communication between employees. Its analysis helps identify natural employee groups, detect bottlenecks where communication may be disrupted, and locate peripheral employees who are less integrated with the rest of the team. To study this network, employees can be asked: “Who do you communicate with (via conversation, phone, or messages) regarding your work tasks?”

Optionally, respondents may also be asked to indicate the intensity of this communication over the past week on a scale from 1 to 5.

Collaboration Network

The collaboration network shows direct connections and interactions between employees who need to cooperate to complete daily tasks and responsibilities. It helps understand how teamwork actually functions and who is crucial for specific processes. It is mapped using the question: “Who do you directly collaborate with in carrying out your duties?”

Information Flow Network

This network focuses on who seeks practical advice and information from whom in order to perform their work effectively. Unlike the general communication network, it highlights key sources of useful, reliable knowledge within the organization. It is studied by asking: “From whom do you obtain practical information that helps you do your job?”

Problem-Solving Network

This type of network identifies the people and relationships activated in situations requiring support in solving unusual or difficult work-related problems. It shows who is seen as a source of support during critical moments. Relevant questions include: “Whom do you turn to for help when facing an unusual or exceptional event?” and “Whom do you approach for support and advice when you have a new or difficult task to complete?”

The effectiveness of the help received can also be rated on a scale from 1 to 5.

Knowledge Network

The knowledge network maps employees’ awareness of who in the organization possesses specific competencies, knowledge, and unique skills. Its analysis helps quickly identify internal experts, even if their expertise isn’t reflected in their formal role. The key question is: “Indicate the individuals whose skills or knowledge are known to you.”

Access Network

This network highlights which employees, who possess valuable knowledge and experience, are actually available to others to help solve problems. It combines knowledge possession (knowledge network) with the willingness and ability to share it. It is studied by asking: “Indicate the people who are available to you—who have enough time to help you solve a problem you’re facing.”

Decision-Making Network

The decision-making network illustrates both formal and informal paths of decision-making within a company. It shows who actually issues directives and whose approval must be obtained before taking important actions, offering insight into the real hierarchy of influence. It is analyzed through questions such as: “Who gives you instructions related to your work?” and “Whose approval do you seek before making significant decisions?”