The Hidden Costs of Ambiguity: Why Clarity is Key to Team Success

In many organizations, particularly those undergoing change, it’s common to encounter teams struggling with an elusive but critical challenge: clarity. Without clear roles, responsibilities, and direction, teams can become stuck in cycles of confusion, inefficiency, and low morale. This issue is especially prevalent in functions like HR, where shifting organisational priorities and stakeholder expectations often blur the lines of accountability.

But why does a lack of clarity matter so much? And what can leaders do to address it?

Why Clarity Matters

Imagine trying to complete a puzzle with missing or mismatched pieces. That’s what work feels like for teams lacking clarity. When people don’t know what’s expected of them, or how their work fits into the bigger picture, they can’t perform at their best.

Impact on Teams

• Silos and Fragmentation: Without clear boundaries, individuals retreat into what they know best. Collaboration suffers as people focus narrowly on their own responsibilities.

• Overload or Hesitation: Some team members take on too much, leading to burnout. Others hesitate to act, unsure if a task falls within their remit.

Impact on Individuals

• Lost Purpose: When the connection between daily tasks and organizational goals isn’t clear, employees struggle to see the impact of their work.

• Low Accountability: Ambiguity makes it difficult for individuals to confidently take ownership of tasks, leading to inefficiencies and finger-pointing.

The Role of Evolving Expectations

One of the main reasons clarity is so elusive is that organizations—and the roles within them—are always evolving. For instance, HR teams often find themselves caught between traditional functions (like payroll and compliance) and emerging strategic roles (like culture-building and employee experience).

This constant evolution can create:

• Confusion for Teams: What’s the team’s core mission? Who does what?

• Confusion for Stakeholders: Which team member is responsible for delivering specific outcomes?

If these questions aren’t addressed regularly, the resulting ambiguity can derail progress and morale.

Clarity in Action: The Key to Unlocking Accountability and Progress

The solution isn’t just about defining roles once—it’s about creating a culture of ongoing clarity.

1. Revisit Direction and Strategy Frequently

Annual strategy sessions are no longer enough. Teams need regular alignment moments—quarterly or even monthly—to ensure everyone understands:

• Where the organization is headed.

• How the team contributes to that vision.

2. Embrace Role Evolution

Roles should evolve to meet changing priorities. But this requires open conversations about:

• How responsibilities are shifting.

• What support is needed to adapt.

Leaders should set the expectation that roles are dynamic and ensure employees feel equipped to grow.

3. Distribute Work Equitably

Clarity isn’t just about knowing what needs to be done—it’s about ensuring work is distributed fairly. Tools like RACI matrices (Responsible, Accountable, Consulted, Informed) can help teams visualize who owns what.

4. Foster Open Dialogue

Encourage teams to voice concerns about ambiguity or overload. Leaders should actively create safe spaces for these discussions and act on feedback to reduce confusion.

The Payoff: Purposeful Work and Sustainable Performance

When teams are clear on their roles, responsibilities, and direction, something remarkable happens:

• Increased Accountability: People take ownership with confidence.

• Stronger Teamwork: Collaboration flourishes as silos break down.

• Enhanced Wellbeing: Employees feel purposeful, connected, and less overwhelmed.

Clarity isn’t just about efficiency—it’s about creating a work environment where people can thrive and perform sustainably.

Take the Next Step

Leaders, it’s time to prioritize clarity in your teams. Start by asking:

• Does my team have a shared understanding of our purpose?

• Are roles and responsibilities clearly defined and regularly reviewed?

• How am I creating space for dialogue about shifting priorities?

If you’re ready to bring more clarity to your team, I’d love to help. I specialize in helping leaders and teams navigate complexity, improve wellbeing, and achieve sustainable performance.

👉 Let’s connect: Reach out to me to explore how we can build clarity and cohesion in your organisation. I have developed a team diagnostic that assesses your team's performance and in 90 minutes I can give you clarity on the areas you need to focus in on as a leader to improve how your team works better together.