In a small team, every role overlaps to some extent. That is normal. But when it is unclear who owns what, even basic tasks become contested. People step on each other’s toes without meaning to. Work gets redone, decisions are questioned, and frustration builds without anyone saying it out loud.
The problem is not the workload. It is the lack of agreement on responsibility. If two people both assume they are in charge of the same thing, they will handle it differently. If no one feels responsible, the task is either ignored or rushed last minute. Both scenarios create pressure that affects relationships, not just output.
In larger organisations, unclear roles can hide behind processes. In smaller ones, there is nowhere to hide. Misunderstandings turn into tension. Someone feels undermined. Someone feels abandoned. The working atmosphere shifts.
Clear roles are not about rigid boundaries. They are about removing friction. When everyone knows what they are expected to handle, it becomes easier to collaborate. It also makes it easier to raise your hand when something falls outside your area, instead of pretending it is someone else’s job.
A small team works best when it moves smoothly without guessing. Clear roles reduce second guessing, prevent unspoken resentment, and build a culture where people support each other without confusion. That is what keeps the team working even when the pressure is high.
