New research reveals falling employee confidence threatens business resiliency

Be transparent in communications to increase trust. Uncertainty increases employees’ anxiety. To diffuse it and build trust and confidence, leaders should communicate clearly and regularly across all levels of management and channels. Leadership should articulate the business outlook and what decisions, changes, or actions are being considered. Be transparent even when you don’t have complete answers, providing point-in-time pictures of your solutions or plans. Sharing this information can reduce anxiety and stop it from rippling across the organization, while giving employees confidence that the organization can manage through adversity. As part of this, it’s key to maintain an open-door policy, encourage open communication, and be receptive to employees’ questions.

Solicit employee input on how to foster greater connection. As uncertainly grows among employees, stalwart leaders will create organizational cultures that support employees during times of ambiguity. Listening to employees’ perspectives uncovers areas for improvement across different employee segments and incorporating their input into decision-making boosts employee confidence. Organizations should solicit employee input on the extent to which they feel connected to their work (having sense of satisfaction and purpose day-to-day), connected to people (building relationships with peers, teams, managers, and leaders), and connected to the culture (feeling that their personal values align with the mission, values, and norms). By evaluating employee connection holistically, organizations can better pinpoint what’s working, where there are gaps, and which strategies will be most effective in boosting employee connection and confidence. 

Build team camaraderie and a sense of belonging. When employees feel like they belong to a team, they develop stronger ties and confidence in their affiliation with the organization. Creating a culture of belonging requires shared ownership and commitment from people leaders, team managers, and team members. Leaders should seek employee input on team goals, norms and rituals, and create opportunities to help teams build stronger connections with each other as well as with the organization’s culture, mission, and values. As leaders acknowledge external and internal challenges, they should emphasize the message that the organization as a whole is in it together. Remind team members often of their shared objectives and celebrate team successes and milestones along the way.

Articulate and align the organization’s “true north.” A strong organizational vision, mission, and core values provide employees with a sense of purpose and direction, help them find meaning and fulfillment in their work, and contribute to a sense of community and shared identity. In today’s quickly changing world, it is key to periodically confirm the relevance of these fundamentals and ensure they are guiding organizational decisions. Doing so shapes how you organize and communicate information so that employees who may feel adrift get solid direction. Any changes to values or vision should reflect perspectives from leaders and frontline employees, as well as from across external stakeholders. Strong change management and communications are essential to support shared responsibility for working towards your vision.