I'm constantly unsure who is responsible for what on our projects. This ambiguity causes confusion, delays, and sometimes tasks fall through the cracks because no one claims ownership.

Acknowledge that the manager may be in a learning phase and try to be flexible while still seeking clarity.

Share your knowledge and experience to help the manager understand the operational realities and potential impacts of their decisions.

Ask your manager how your work aligns with broader team or company objectives and what metrics they use to evaluate success.

Work with your manager to define Specific, Measurable, Achievable, Relevant, and Time-bound goals for your role.

When feedback is vague, ask for concrete examples of what was done well and what could be improved to make it actionable.

When receiving feedback or instructions, actively ask open-ended questions to ensure full understanding and confirm alignment.

After discussions, send a brief email summarizing your understanding of the expectations and next steps to create a written record.

Propose consistent, scheduled meetings to discuss priorities and expectations, allowing for clarification and alignment.

Organize activities that help team members get to know each other on a personal level and build stronger interpersonal relationships.

Create an environment where vulnerability is accepted, mistakes are seen as learning opportunities, and diverse opinions are valued.