If you’re feeling lost at work, speak up. Clarity and feedback can put you on the right path

When Nikelle Inman started a new job coaching first-generation college students, she looked forward to meeting with them one-on-one to discuss overcoming obstacles and finding resources to succeed. Instead, she and her fellow success coaches at a North Carolina community college spent a year focused on admissions paperwork rather than student engagement.

Strategies for Clarifying Ambiguous Job Roles

• Establish expectations early:

  Define the scope, deadlines, and performance markers of a new role or project upfront. Documenting these details in a shared format can prevent future misunderstandings. For example, communications agency owner Amber Krasinski declined a client request to produce 85 TikTok videos in three hours, recognizing the unrealistic timeline. She prioritizes progress updates and clarifying questions before committing to projects.

• Seek frequent feedback:

  Regular check-ins with managers can help employees prioritize tasks and confirm expectations. Organizations can foster connection through structured feedback opportunities, such as weekly gratitude sessions. Brian Smith of IA Business Advisors hosts 30-minute sessions where a coach addresses workplace challenges, followed by participants sharing gratitude.

• Start the conversation:

  Employees can proactively request feedback or clarification. Dale Whelehan of 4 Day World suggests framing discussions by summarizing your understanding of a task, asking for alignment, and confirming details. Follow up with an email to document agreements. In hierarchical workplaces, approach these conversations delicately.

• Trust your instincts:

  Amid workplace changes—such as shifting responsibilities post-layoffs or hybrid work adjustments—pause to reassess priorities. If a role feels misaligned with expectations, advocate for clarity or consider alternatives. As Inman advises, "Don’t just accept it" if something feels wrong.

Workplace Trends and Challenges

Since the COVID-19 pandemic, U.S. workers report increased disconnection from organizational purpose and unclear expectations. A November Gallup survey found only 49% of employees "strongly agreed" they know what’s expected of them, down from 56% in January 2020. New employees, younger workers, white-collar professionals, and hybrid workers are particularly affected. Remote work has also risen, with 25% of employees working exclusively remotely in late 2024 (up from 10% in 2019) and 55% in hybrid arrangements (up from 33%). Layoffs have further strained workloads, leaving remaining employees with expanded responsibilities and shifting expectations.