Navigating The Maze
Imagine starting a new job full of hope, ready to contribute and grow, only to find yourself lost in a maze with no map, no guide, and no clear destination. No one explains the rules, yet you’re expected to know them. No one tells you how things are done, but you’re still held accountable when mistakes happen. It’s a reality many employees face in toxic, disorganised work environments.

These environments aren’t just frustrating — they’re harmful. They breed insecurity, self-doubt, and stress, leaving employees feeling incompetent and defeated. Worse still, the blame culture that often accompanies this confusion can have long-term effects on mental well-being and professional confidence.

If this sounds familiar, you’re not alone. Let’s unpack what it feels like to work in these environments, the damage they cause, and how both employees and leaders can do better.

1. The Invisible Rulebook – Expected to Know the Unknown

In a healthy workplace, employees are provided with clear instructions, resources, and access to knowledge. But in dysfunctional environments, new hires are dropped in without orientation or guidance. Policies exist — but no one shows you where. Processes exist — but no one explains them. Expectations exist — but no one communicates them.

Instead, you’re left to “figure it out.” If you succeed, it’s seen as “just doing your job.” But if you fail, you’re met with criticism like:

•“You should have known.”

•“Why didn’t you ask?”

•“This is basic stuff.”

This gaslighting approach frames you as the problem, not the absence of support or communication. Employees internalise this criticism, believing they should have known, even though they were set up to fail from the start.

2. Fumbling in the Dark – The Emotional Toll of Unclear Expectations

When you’re constantly guessing, stress levels rise. Uncertainty triggers feelings of self-doubt, especially if mistakes are met with blame instead of support. Over time, this environment can erode self-confidence. You start questioning your intelligence, competency, and worth.

Common emotional responses include:

•Anxiety: Worrying about potential mistakes because you don’t know the rules.

•Imposter Syndrome: Believing you’re “not good enough” because you can’t meet unspoken expectations.

•Frustration: Feeling resentful toward leaders and colleagues for failing to provide clarity.

•Burnout: Exhaustion from the mental strain of navigating constant ambiguity.

In severe cases, this can push people to quit or suffer in silence, believing the problem lies with them instead of the workplace.

3. The Blame Game – When Accountability Becomes a Weapon

In functional teams, accountability is shared. Mistakes are seen as learning opportunities, and solutions are sought collaboratively. But in environments with no direction, accountability turns into a weapon. Leaders deflect responsibility onto employees, ignoring the fact that confusion was caused by their lack of clarity.

This is especially common in workplaces where:

•Leaders avoid feedback – Instead of acknowledging gaps in training, they claim, “This is how it’s always been done.”

•Mistakes are met with punishment – Employees are reprimanded instead of supported.

•Knowledge is gate-kept – Information is treated as “secret knowledge” that only certain people are entitled to access.

The result? Employees become hyper-vigilant, afraid to act without explicit instructions, but those instructions never come. This kills creativity, proactivity, and morale.

4. Why Do Companies Operate This Way?

No company intends to create chaos, but the following factors often play a role:

•Lack of Leadership Training – Leaders don’t know how to delegate, onboard, or communicate effectively.

•Toxic Power Dynamics – Some leaders maintain control by keeping employees in the dark.

•“Sink or Swim” Mentality – Some believe struggle builds character, but in reality, it builds resentment.

•Rapid Growth – Small companies growing quickly often fail to formalise processes, leaving employees to guess.

These issues aren’t insurmountable, but they require self-awareness and a willingness to change.

5. How Employees Can Cope

If you’re stuck in an environment like this, here are some survival strategies:

•Document Everything

Create your own “rulebook” as you figure things out. Write down procedures, who to contact, and key lessons learned. This will become your personal resource — and a tool to protect yourself if blame arises.

•Ask for Clarity in Writing

If instructions are vague, request clarification in email or chat so you have a record. Ask direct questions like, “Can you confirm the specific steps you’d like me to follow?”

•Manage Up

If your manager is disorganised, anticipate their needs. Send them progress updates and seek confirmation on priorities.

•Set Boundaries

If the environment is damaging your well-being, set limits on after-hours work and prioritise self-care.

•Know When to Leave

If the blame culture is extreme and you’re constantly feeling “less than,” it may be time to seek a healthier environment.

6. How Leaders Can Do Better

If you’re a manager or leader, take this as a wake-up call. Employees want to do well, but they can’t meet unspoken expectations. Here’s how to break the cycle:

•Create a Clear Onboarding Process

New employees should have access to a step-by-step introduction to tools, processes, and people.

•Document Processes

Make sure internal processes are accessible, up-to-date, and easy to find. Use shared drives, wikis, or internal knowledge bases.

•Foster Psychological Safety

Encourage employees to ask questions without fear of blame. Model this behavior by admitting when you don’t know something.

•Be Proactive, Not Reactive

Check in regularly with employees and ask, “Do you have everything you need to succeed?” Don’t wait until a mistake happens to address gaps.

•Stop Gatekeeping Knowledge

Make information widely accessible. When employees can access what they need, they stop relying on “tribal knowledge” that only certain people hold.

7. Final Thoughts: You Deserve Clarity

No one should have to “fumble in the dark” at work. Clarity, communication, and direction aren’t luxuries — they’re basic rights in a functional workplace.

If you’re an employee in this situation, it’s not your fault. You are not “stupid” or “less than.” You were set up to fail. Remember, successful people in healthy workplaces aren’t inherently smarter — they simply have access to the right information at the right time.

If you’re a leader, be the person who breaks the cycle. Give your team the clarity you wish youhad when you started. Clear expectations, accessible knowledge, and transparent processes don’t make employees “soft” — they make them strong, self-sufficient, and engaged.

Nobody thrives in the dark. Turn on the light.

Finally, if this post resonates with you and your situation, here’s an affirmation you can use to help to keep you safe..

“I am not responsible for fixing a broken system. I have done my part by asking for clarity, advocating for support, and seeking solutions. My worth is not measured by how well I manage dysfunction. I deserve to work in an environment where I am seen, heard, and respected.”