Clear communication and skill-building help bridge the job security gap in uncertain times
A striking disconnect exists between employer confidence and employee anxiety over job security, even as most anticipate a recession within the coming year.
According to a recent Express Employment Professionals–Harris Poll survey, half of Canadian companies (51 percent) and job seekers (53 percent) expect a recession in the next 12 months.
Yet, while 80 percent of employers express confidence in their ability to provide long-term job security, only 66 percent of employees share that confidence.
The gap persists for short-term security as well, with 82 percent of employers feeling assured, compared to 72 percent of employees.
This divergence in outlook is further underscored by rising concern among workers.
Over half of employed job seekers (51 percent) report being more worried about keeping their jobs than they were a year ago, while 74 percent are concerned about finding employment should a recession occur.
In contrast, only 42 percent of companies perceive an increase in employee concern over the past year.
Communication practices play a pivotal role in shaping these perceptions.
While 85 percent of job seekers say they would feel more secure if their company communicated clearly about its future, only 20 percent report experiencing this level of transparency.
Instead, the majority describe their company’s approach as “selective sharing” (56 percent), or even “at arm’s length” (23 percent), where information is rarely shared.
Companies themselves are divided: 44 percent use selective sharing, while 43 percent opt for an “all hands on deck” approach, providing consistent updates.
The importance of transparent communication is reinforced by findings from the MIT Sloan Management Review, which notes that “clear, honest, and timely communication” is essential for maintaining employee morale and reputation, particularly during periods of uncertainty.
Employers are also taking practical steps to bolster job security.
The survey finds that 79 percent of hiring managers report implementing specific policies, such as reducing expenses elsewhere to avoid layoffs (35 percent), offering upskilling or reskilling opportunities (30 percent), utilizing flexible staffing models (22 percent), and supporting employee education (21 percent).
These measures align closely with what employees say would increase their confidence in long-term job security: training for additional roles (40 percent), clearer communication from senior leadership (36 percent), and access to cross-training or upskilling (33 percent).
External pressures remain a significant concern.
More than two-thirds of hiring managers (68 percent) and three-quarters of job seekers (75 percent) believe that changes to government policies—such as tariffs, taxes, and regulations—have a greater long-term impact on job security than internal company decisions.
“In a labour market shaped by uncertainty, job security is no longer just about stability. It’s about adaptability,” says Bob Funk Jr., CEO, president and chairman of Express Employment International.
He emphasizes that organizations investing in transparent communication and continuous skill development are not only retaining talent but also building a workforce prepared to navigate change and drive long-term growth.
The survey was conducted online within Canada by The Harris Poll on behalf of Express Employment Professionals in June, among 500 Canadian hiring decision-makers and 503 adults ages 18 and older.
