The purpose of this essay is to find out how the communication works in the reorganization of Karlstad University (2004/2005). Is it possible to make the communication better and more effective in this kind of communication and reorganisation process? Since communication is a complicated and wide subject, we decided to work with three specific themes: 1. Different ways to communicate – Which communication channels work/do not work for communication in the reorganization of Karlstad University? 2. Involvement – Do the employees feel that they are involved in the process? 3. Trustworthy information – Do the employees consider that the information from the top management is trustworthy? We have performed interviews with co-workers in different positions at the university to gather information about their opinions. Among other things we found out that: • The employees’ thoughts of information and communication in the reorganization process depend on what position they have in the organization. • Information face-to-face is very important. Employees within the organization have different opinions about who should inform them and between who the dialogue should occur. • Internet is a communication channel that suits for information, but not for communication. • The level of involvement is related to what position the employees have within the organization. • Also the attitude of trustworthiness depends on the co-workers’ position within the organization and their relation to the top management.