There’s no question that employees are experiencing considerable uncertainty. In fact, Glassdoor’s Employee Confidence Index reported a record low in February 2025, with only 45% of employees reporting a positive 6-month business outlook. And while the index rose slightly in March, it’s clear that employees are concerned. “Economic uncertainty remains a significant drag on the sentiment of workers as tariffs, federal funding and workforce cuts, and general business uncertainty disrupt investment and hiring plans,” states Daniel Zhao, lead economist for Glassdoor1.
This unease has a potential impact on employees’ wellbeing. Concerns about jobs are tops on the list, as well as the health of 401ks and other savings. And for some in the U.S., the focus on diversity, equity, and inclusion raises concerns about company culture.
In a recent article, Jeff Leonard and David Plitz explained that “The pace of the world adds an undercurrent of uncertainty and the need for agility, as there's a sense that the expected pathway can change dramatically at any time.” This uncertainty can take a toll on employees’ mental and physical health—and that can get in the way of employee engagement and productivity and eventually, the bottom line.
That’s where communication comes in.
In times of uncertainty, organizations have an opportunity to build awareness of the programs they offer to help employees navigate turbulent times. However, given the many competing priorities facing internal communications and HR, it can be challenging to find time to determine what to communicate—and who’s responsible. That’s supported by the findings of the 2025 Employee Communications Report that shows that a lack of time is a top barrier for internal communicators.
And while this barrier is certainly challenging, finding ways to communicate in times of uncertainty can achieve what communicators say is their primary purpose—to create clarity around company purpose and vision, foster an inclusive culture where employees feel valued, and support the adoption of new behaviors.
While it’s tempting to fall back on communicating only when changes are underway, or action is required, there are other opportunities that can have significant impact.
Reinforce the importance of retirement education
When employees are worried about the safety of their savings, employers can encourage them to focus on the financial side of wellbeing. A Financial Wellness Survey by PwC showed that 74% of employees are looking for guidance on how to manage their finances—and more than two-thirds of financially stressed employees would be interested in another employer if that employer cared more about their financial wellness2.
According to Gallagher’s Leonard and Plitz, supporting financial wellbeing underscores and amplifies organizational trust and confidence, and recognition of this fact is growing — not only between employees and employers but external partners as well. When employees feel financially secure, they experience less stress and anxiety. It's important to note that employers don’t have to wait for new plan provisions or other changes to communicate.
Educate on the financial educational, coaching and planning resources available through the workplace
Retirement plan recordkeepers and advisors offer a spectrum of resources that can help calm uncertainty and promote good financial habits and judgement, from financial essentials like living within a budget, to understanding basics of investing and in-plan design options like target date funds. Other cost-effective and simple steps to help boost employees’ sense of financial wellbeing could also include providing access to financial planners through the workplace.
Emphasize the availability of health and wellbeing resources
When employees face uncertainty, it can take a toll on their emotional and physical health. “In uncertain times, employee stress skyrockets,” says Lisa Steingold, a human behavior enthusiast and head of content for Whale, a knowledge-sharing and training platform3.
Employers can combat this by encouraging employees to take advantage of available resources like Employee Assistance Programs (EAPs), financial wellbeing programs, and flexible work policies as well as any other programs that help manage stress and maintain balance. When a larger aerospace and defense organization built a holistic wellbeing brand and communication strategy to help employees navigate change, they were able to significantly increase engagement in their wellbeing portal—and as a result, connect their employees to valuable wellbeing resources.
Anchor on the company’s mission, vision, and values
While some employers are reframing, many are also taking the time to reinforce their companies’ mission, vision, and values. This includes sharing their commitment to a “culture of belonging” or “inclusive culture,” and emphasizing their overall talent programs.
Leonard and Plitz recommend that communication should be consistent across all levels of the organization to reinforce reliability and dependability. Regular interactions between leadership and employees, such as Q&A sessions or informal gatherings, can build rapport and reinforce organizational trust.
These types of communication, along with regular updates about business performance, go a long way to helping employees remain calm—and focused on their day-to-day work.
How to decide what to communicate?
Here are several ways you can determine which opportunities would be most engaging to your audience.
- Look to the data: If your organization fields an engagement survey or pulse surveys throughout the year, be sure to check the results for clues about what’s top of mind. You can also look at your 401(k) data—has your plan administrator seen an uptick in withdrawal requests? If so, it may be time to remind employees of the availability of financial planning resources.
- Check with your managers: In most organizations, managers are the first to hear about employee concerns, and those managers in turn often reach out to their HR Business Partners (HRBPs). A few well-placed check-ins with this audience can provide clues to employee concerns—and to what needs to be communicated.
- Reach out to your vendors: The Retirement Plan Recordkeeper regularly communicates with your plan participants and has robust resources on market volatility, investing, financial literacy, and retirement planning based on your plan’s design and the participant's data. Additional resources are available through the advisor to your plan and financial wellness vendors who provide 1:1 guidance for participants. Many benefit providers are connecting financial stressors to mental and physical health. Check with these providers to determine if they offer resources and communication that are focused on managing financial uncertainty.
- Ask employees: If your organization supports ongoing listening efforts, conducting a few focus groups or a brief survey can provide insights into what’s on employees’ minds and as a result, what needs to be better communicated.
The bottom line is this: Communication is even more important during times of uncertainty. And it doesn’t need to be complicated (or costly!). An authentic video message from a leader… a well-placed article on the company intranet… manager talking points… digital screens that remind employees of wellbeing programs… the list goes on. So don’t wait—communicate!
We can help! Start your journey with us today.
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