Workplace Uncertainty: What Leaders Must Address Before Trust Erodes

In times of workplace uncertainty, employees don’t need more updates—they need honest leadership communication that addresses what they’re really worried about.

I recently ran a poll asking what employees really want to know in their next town hall. The results are a stark reality check for leaders.

Nearly 70% of employees aren't focused on business goals because they're wondering if they'll still have a job next quarter. And research backs it up. Only 23% of employees feel informed about company goals, while 84% of leaders believe they're communicating effectively. That means a significant gap exists between what leaders think they're saying and what employees actually hear.

With rising prices at home and economic uncertainty looming, employees are feeling the pressure more than ever. When financial security is at risk, business goals become an afterthought. Survival instincts take over and leadership is either strengthened or shattered, depending on how organizations communicate.

Employees know when leaders are holding back. One comment on my poll said it best, "When leaders dodge questions about layoffs, employees feel betrayed. Trust is broken, and company culture erodes."

No leader wants to stand in front of their workforce and announce layoffs are coming. But silence isn't neutral. Employees will fill in the information gap with worst-case scenarios. Whose story do you want them to believe?

A CEO friend shared when COVID started, he traveled to locations personally, explaining the financial struggles. His company was hit hard, and he had to lay off about 70% of his staff, but he kept showing up—on-site, on video, sharing uncertainties but reinforcing common goals. Employees valued his honesty and consistency.

Employees don't expect leaders to have all the answers, but they do expect honesty. They want clarity, even if the news isn't great. They want empathy and to know you understand their concerns. And they need a vision for the future, even in uncertainty.

Some companies are fostering real conversations and making space for employee concerns, addressing tough topics, and reinforcing trust. What does that look like?

1. Leaders Who Show Up. It’s about being visible and engaged before a crisis hits.

2. Clear, Honest Messaging. No corporate jargon. Employees can spot a non-answer a mile away. Don’t fuel distrust.

3. Two-Way Communication. Town halls and team discussions should be spaces for real dialogue—not just leadership monologues.

4. Acknowledging Uncertainty. It's ok to answer "We don’t know yet." Just commit to keeping employees informed.

Employees will remember how leadership handled these moments. Companies that prioritize honest, empathetic communication won’t just retain trust—they’ll emerge stronger.

At Star Thrower Communication, I help leaders and internal communication teams turn tough conversations into trust-building moments. If your organization is struggling with employee uncertainty, engagement, or leadership messaging, let’s talk.