If you’ve ever watched a football match where the players kept bumping into each other, you’d know exactly what lack of role clarity looks like at work. Everyone’s running hard, but no one’s really sure who’s supposed to pass, who’s supposed to defend, and who’s supposed to score.
And here’s the kicker: this isn’t just a minor inconvenience. Lack of role clarity is one of the most corrosive forces in any organisation. It erodes engagement slowly, like water wearing down stone. By the time the cracks show in performance metrics, the damage is already deep.
The Odd Thing About Confusion: It’s Invisible Until It’s Not
In many organisations, everyone assumes the team “knows their roles.” People nod during meetings, managers send out job descriptions, and it all feels fine on paper. But here’s the thing, paper clarity and lived clarity are two very different beasts.
A salesperson might know they’re “responsible for client acquisition,” but do they also know how far they can go in pricing negotiations without sign-off? A project manager might own “delivery timelines,” but do they have the authority to push back on unrealistic deadlines set by another department?
This is where the confusion creeps in, not in the big title at the top of the job description, but in the grey areas. And those grey areas? They’re where frustration, duplication, and resentment set up camp.
Why Role Clarity is the Quiet Foundation of Engagement
Gallup has been saying it for years: role clarity is one of the strongest predictors of employee engagement. When people know what’s expected of them, and more importantly, what’s not expected of them, they work with confidence. They take ownership. They stop wasting energy second-guessing.
Without clarity, even your most talented employees can feel like they’re driving through thick fog. They move slower, they hesitate, they over-consult, or worse, they disengage completely.
The “It’s Everyone’s Job” Trap
One of the most dangerous phrases in any workplace is: “It’s everyone’s job.”
Yes, teamwork matters. Yes, collaboration matters. But when everything is everyone’s job, accountability disappears. Suddenly, no one’s on the hook, decisions get stuck, and small fires turn into department-wide blazes.
Strong leadership means defining ownership without killing collaboration. Think of it as a relay race, everyone’s running towards the same finish line, but the baton handover points are crystal clear.
The Human Side of the Problem
Role clarity isn’t just about efficiency. It’s about dignity at work.
When employees constantly bump into invisible walls, processes they didn’t know about, unspoken expectations, overlapping responsibilities, it sends a subtle message: We don’t value your time enough to be clear with you.
Over time, that message erodes trust. People stop going the extra mile because they’re tired of guessing where the mile even is.
Strengths-Based Leadership: The Antidote to the Fog
This is where a strengths-based approach can cut through the haze.
Instead of defining roles only by tasks and responsibilities, organisations that look at individual strengths can craft roles that feel natural. When people are encouraged to lean into their innate talents, clarity isn’t just about what they do; it’s about how they win in that role.
For example, two people with the same job title might approach it differently, one through relationship-building, another through analytical precision. Recognising and valuing those differences doesn’t just create clarity, it creates confidence.
Fixing Role Clarity Isn’t a One-Time Job
Leaders often think role clarity is a “set and forget” process. You hire someone, give them a job description, and tick the box. In reality, clarity is dynamic. As the business evolves, roles shift. Priorities change. New tools enter the mix. And if you don’t revisit and recalibrate, yesterday’s clarity becomes today’s confusion.
This is why regular role check-ins matter, not just performance reviews, but genuine conversations about:
- What’s working in the role right now?
- Where are the overlaps or blind spots?
- What decisions do you feel you can’t make without someone else’s nod?
These aren’t just admin exercises, they’re engagement boosters.
Clarity Creates Energy
There’s a visible shift in energy when people know exactly what’s expected of them.
Meetings get shorter because decisions are faster. Collaboration feels lighter because boundaries are respected. Managers spend less time firefighting and more time building.
It’s not magic. It’s just clarity.
The Bottom Line for Organisations
If engagement scores are dipping, don’t just throw another perk or pizza party at the problem. Start by asking a deceptively simple question: Does everyone here truly know what they’re supposed to be doing, and what they’re not?
The answer might surprise you. Or it might quietly confirm what you’ve been sensing for months, that the real engagement killer isn’t lack of skills, willpower, or culture fit. It’s the silent fog of unclear roles.
Clear that fog, and you’ll be amazed how quickly performance, morale, and collaboration come into sharper focus.
