Leading Your Team When Confidence Is Low

Employee confidence reached a new record low in September. Only 42.9% of workers said they feel positive about their employer’s outlook for the next six months, the third record low of 2026. Add a soft September jobs report and a steady stream of layoff headlines, and many teams are carrying extra worry into the final stretch of the year.

This matters even when your own company is doing well. Uncertainty travels into the workplace through the news, a spouse’s job, or a friend who was let go. People who feel unsure tend to hold back ideas, hesitate to speak up, and read meaning into small changes. Steady, thoughtful leadership makes a real difference here, and much of it comes down to clear communication and solid HR foundations.

Job security, rising costs, and general uncertainty are weighing on people. Mentions of uncertainty in employee reviews rose 84% over the past year, and the economy added just 29,000 jobs in September, with unemployment at 4.2%.

• Layoff news at large companies shapes how people feel at smaller ones
• Financial stress at home follows people to work
• When leadership stays silent, employees tend to fill the gap with guesses

Employees rarely expect every answer. They want to know what is happening, what is not, and when they will hear more.

• Share what you can about the business plainly and on a regular rhythm
• Say “we don’t know yet” when that’s true, and give a date for the next update
• Keep the message consistent across leadership and every manager

Most employees feel the company’s mood through their direct manager. When managers feel equipped and supported, they can keep a team grounded through a hard season.

• Keep one-on-ones on the calendar and ask how people are really doing
• Recognize good work specifically and often
• Give managers clear talking points and a sounding board for tough questions

Clear, consistent policies give people something steady to count on. When your handbook, pay practices, and performance process are current, decisions feel fair and predictable.

• Make sure your handbook reflects how the company runs today
• Document performance conversations so expectations stay clear on both sides
• In Texas, the Texas Payday Law holds employers to their written pay and PTO policies, so follow them closely

Not sure where your foundation stands? Our free HR Health Quiz takes about 5 minutes and shows what’s working and what needs attention. You can take it at audit.cultivahr.com.

Many companies, including plenty across DFW, are setting budgets and headcount plans right now. Careful planning protects both the business and the trust you’ve built with your team.

• Review roles and workloads before deciding on new hires or reductions
• Plan any changes with compliance in mind, including documentation and notice
• Keep growth paths visible, even if they look smaller this year

Uncertain seasons give leaders a real chance to show their team who they are. Whatever your size or stage, CultivaHR is glad to be a sounding board as you plan, communicate, and support your people through what comes next. If you’d like an easy first step, the free HR Health Quiz at audit.cultivahr.com takes about 5 minutes.

At CultivaHR, we partner with businesses to build strong, supported teams through practical HR consulting, leadership guidance, recruiting, compliance support, process improvement, and people strategy. We serve organizations across Texas and nationwide, while remaining deeply committed to local businesses in Dallas, Fort Worth, Plano, Allen, Frisco, McKinney, and the greater DFW metroplex. Whether you need help navigating employee challenges, strengthening leadership confidence, improving HR systems, or hiring the right talent, CultivaHR provides experienced, steady guidance to create healthy, sustainable workplaces.