“Just Trust Me on This”: Why Managers Stay Vague to Keep Control at Work

For many of us, this is a moment we’ve all run into at least once. You pose a question. The answer isn’t quite clear. The directions aren’t quite defined. The expectations aren’t quite explained in terms that are easily understandable. It might seem like poor communication skills. But research has shown that sometimes this is a choice.

Research has shown that fuzzy communication may be used as a means for maintaining power. When workers are not sure about things, they turn to their bosses for direction.

Why do some bosses use fuzzy communication?


In a research paper in the Journal of Business Ethics, Machiavellianism, Leader Power, and Ambiguous Communication showed that some bosses use ambiguous communication as a means to an end. They may do this by not being clear in what they communicate.

This approach allows them to stay in a position of authority. Employees may hesitate to act independently because they are unsure of expectations.

Over time, this creates a system where the manager becomes the central source of clarity, even if that clarity is limited.

The role of power and control

The same research highlights that a sense of power can shape how managers communicate. Those who feel more powerful are more likely to use ambiguity on purpose.

By keeping instructions open to interpretation, they maintain flexibility. They can shift expectations later without being held accountable for clear directions.

From a management standpoint, it may appear as a useful tool for controlling the business, but for the employees, it creates confusion as to how they are supposed to perform their jobs well.

What this ambiguity feels like to employees

Vaguely worded messages are stressful for the employees. Without a clear idea of the objective, it’s hard to know if the work is being done in the right direction.

A study titled Workplace Anxiety and Self-Presentation in Uncertain Environments, published in Frontiers in Psychology, shows that uncertainty increases anxiety at work. Employees spend more time worrying about how they are perceived instead of focusing on the task itself.

One strategy is to try to alter how they appear to others—to appear confident or friendly even when they aren’t feeling it inside. It may be effective in the short term, but in the long term, it will have a detrimental effect on their emotional well-being.

The quiet wearing away of trust

Being straightforward and clear in communication often breeds trust; being ambiguous and unclear undermines it.

When employees do not receive direct answers, they may begin to question their manager’s intentions. Are details being hidden on purpose? Are expectations changing without explanation?

The Frontiers in Psychology study notes that this kind of uncertainty reduces trust and engagement. Employees may feel left out of important decisions or unsure about where they stand.

But as trust erodes, teamwork becomes more difficult to manage. Members of a team become more guarded, more reluctant to open up to each other.

When unclear guidance leads to larger problems

Ambiguous communications can do more than just confuse people; they can influence their behavior.

The Journal of Business Ethics study found that unclear expectations can create conditions where unethical actions are more likely. When rules or goals are not clearly defined, employees may interpret them in ways that justify questionable choices.

Ambiguous guidelines lead to blame-shifting. When things go wrong, any person from the highest level to the lowest will avoid responsibility by blaming others.

Long-term effects on workplace culture

This ambiguity hurts the culture. People become gun-shy about seeking answers because they are not clear, and become gun-shy about offering ideas because they will be dismissed or laughed at.

Such an atmosphere could lead to burnout and turnover. People don’t just quit because they are overworked; they quit because they are unclear about things and don’t feel supported.

Research shows that organizations with strong communication and transparency are more successful. When there is clarity in roles, people are more confident, more engaged, and more willing to participate.

In an environment where messages are fuzzy or difficult to decipher, trust and stability may take a hit.

What this means for employees

In an environment where messages are fuzzy or difficult to decipher, it’s not always about poor communication. Sometimes it’s about power balances in the workplace.

While it may help managers maintain control in the short term, it creates lasting challenges for employees. Anxiety increases, trust declines, and performance can suffer.

Understanding this pattern will help us understand the frustration that comes with unclear conversations in the workplace. It is not the words themselves that cause the frustration, but how the words shape the entire work experience.