Associated Press, by Cathy Bussewitz
NEW YORK (AP) — When Nikelle Inman began her new job coaching first-generation college students, she looked forward to meeting them one-on-one, talking about how to overcome obstacles and find resources to succeed.
Instead, she and her fellow success coaches at Community College in North Carolina were tasked with spending a year on paperwork and reviewing applications from aspiring undergraduates. They were unable to meet the students.
“The enrollment job took over what we should have,” said Inman, 34. “I felt relieved of that position.
If the job turns out to be completely different to what is advertised, or if it turns out to be transformed into something we didn’t expect, it’s disorienting. However, a new Gallup analysis shows that as the coronavirus pandemic has changed the way we work, more U.S. workers feel detached from the organization’s purpose and are unclear how to meet expectations.
Less than half of US employees who participated in the Gallup Survey in November “we strongly agreed” that they knew what to expect in the workplace. This is one of the factors that voting companies use to measure employee engagement. In January 2020, this figure was 56%.
The new survey showed that new employees, younger employees, people from white-collar industries such as technology, insurance and finance, and people in hybrid work arrangements were particularly likely to report that their expectations for their role were not clear.
The findings make intuitive sense. Managers and employees have overcome destructive changes and blow bushwork away since Covid-19 first overthrowed public life five years ago. In late 2024, about a quarter of employees with the ability to work remotely did it exclusively from about a tenth in 2019, Gallup found. According to data from 2024, from about a third of 2019 in another 55% were working in the office, while the rest were working remotely.
These days, layoffs in tech companies, government and other sectors have led organizations to handle the load less and expectations are not always adapted to new reality.
“In every round of layoffs, people’s scope and responsibility is constantly changing,” said Jeremy Guttenplan, executive leadership trainer and coach based in New York. “You think about what’s left, and the work is just piled up on them.”
If the scope and responsibility of the job are vague, here are some strategies to eliminate confusion:
Establish expectations early
Make sure you understand, or make sure you understand what a new role or project entails from the start, along with relevant deadlines and performance markers. Writing it down in a shared document can help prevent future misunderstandings.
When a successful real estate developer asked Amber Krasinski to film and produce 85 Tiktok videos in three hours, she worked hard to figure out whether she really wanted to take him as a client. The job may be a good exposure for her communications agent, Ivyhill Stategies, but Krasinski knew it would be impossible to complete it in a short amount of time. She refused.
Krasinski regularly provides her clients with progress and tries to practice clarifying questions before taking on new projects.
“Whenever I have a conversation with a future client, I have that deep inside,” Krasinski said. “Avoid the side that pleases people who say, “You can understand that, you can do it.” You don’t want to disappoint someone, but you also need to set yourself up for success. ”
Please ask for feedback frequently
No one wants to spend the whole day at a meeting. However, more frequent check-in with your manager or supervisor may help staff members who are not sure if they are prioritizing their own time properly.
Organizations can explore a variety of ways to build connections with employees and increase feedback opportunities. As a result, you can better understand your workplace expectations. Brian Smith, founder and managing partner of IA Business Advisors, said his company holds 30-minute thanks sessions each week.
The first 20 minutes are led by a coach who advises participants on issues such as how to effectively manage time and deal with rewarding clients. Emphasizing specific issues and strategies can help workers understand what is expected of them. At the end of the session, participants will have the opportunity to share what they are grateful for.
Start a conversation
Workers do not need to wait for supervisors to seek feedback or clarify expectations. If you don’t know how to prioritize your long-term goals or short-term deadlines, you can always suggest a quick check-in.
“Managing upwards will make your life easier,” said Dale Welehan, founder of the Four Day World, a think tank exploring new models of work. “Don’t assume management has all the answers, they’re probably lost in the same way.”
However, he said that being sensitive is important in hierarchical organizations where question management can be viewed negatively.
To start a feedback discussion, you can ask your manager to meet with your current project. Whelehan outlined how to approach conversations when meetings are scheduled. Start by sharing that you understand your challenges. Then you’ll say, “I just want to make sure there’s an alignment here,” and ask for a manager to confirm or clarify.
“From what I understand from this conversation, my role is… did I get it right?” Follow up with an email redefine what you agreed to, Whelehan said.
Trust your instincts
With so many changes in the workplace, employees can adapt to jumping from one challenge to another, being distracted by new responsibilities picked up after a colleague is fired, or spending more time in the office.
If it feels all confusing, take a moment to pause. Revisit your priorities. And then you will work on the most important tasks.
“If something feels right, it’s not just accepting it,” Inman said. “Whatever the path is, if it’s trying to stay and try to make it better or leave, don’t give up on knowing you’re right.”
Have you overcome obstacles or have you made a major difference in your work? Send your questions or story ideas to cbussewitz@ap.org. Follow AP coverage with a focus on wellness, fitness, diet and mental health at https://apnews.com/hub/be-well.
