US Treasury Bonds offloaded, Stock Markets falling and the US $ dropping; a unique situation resulting in a growing lack of confidence in the US economy. Although not possible to predict the future, the situation is erratic and concerning; economic uncertainty around the globe now weighs heavily on our working lives.
With constrained financial budgets and job insecurity ever present, considerations of why, and how, we should prioritise workplace learning and development (L&D) now have a sharper edge.
Interlaced within wider business strategy, jostling alongside competing budgetary pressures, there is a risk that workplace L&D might not be recognised as an immediate priority. Nonetheless, while unpredictable global forces may inhibit plans for growth, skilled leadership and healthy workplace relationships remain central to business success.
Skilled leadership in an unpredictable climate
The rewards of skilled and effective leadership are far-reaching. A role which includes implementing business strategy and managing performance remains, in a period of global uncertainty, the keystone of a productive workforce. Both challenging and rewarding, effective leadership requires distinct knowledge, skills and abilities, as well as a strategic recognition that management development is a continuous process. Indeed, investment to develop skilled leadership, especially in an uncertain climate and among many competing priorities, could prove to be an expedient strategic action.
Negative
“Working in an unsupportive and hostile environment was incredibly demotivating and anxiety-inducing. The atmosphere was charged with negativity, employees were constantly on edge, dreading any interaction with management. The manager’s approach to leadership was harsh and characterised by frequent outbursts of shouting when targets were not met, or deadlines were missed. Instead of offering guidance or constructive feedback, the manager used fear and intimidation as tools to try and push employees toward performance. It was a toxic workplace where employees felt undervalued, unappreciated, and under constant pressure, which caused immense stress and lack of motivation.”
Positive
“When management takes the time to publicly recognise hard work, it sends a clear message that dedication matters, and that the people behind the work aren’t going unnoticed. It means even more when it’s personal—when a manager pulls me aside or takes a moment to tell me directly that I’m doing a good job and that my contribution is genuinely valued.
Those personal acknowledgments really stick with me. They build trust and reassure me that I’m not just meeting expectations—I’m actually making an impact. It’s not vague or surface-level praise; it’s specific, thoughtful, and honest, and when someone in a leadership position sees and appreciates what I bring to the table, it gives me a real sense of confidence and clarity about my role.”
Working relationships in uncertain economic conditions
Another strand of L&D worthy of strategic and budgetary consideration, in this unpredictable climate, is healthy workplace relationships.
Side by side with uncertainty there is the heightened risk of workplace tensions. Anxieties about job security and budget cuts, for example, or workload pressures due to higher sickness levels, can give rise to a tense and apprehensive atmosphere. Miscommunications, depleted support, low attendance, high staff turnover, allegations of unfairness, including bullying, harassment and discrimination; potentially more costly and distracting than ever.
L&D initiatives to create a workforce with skills and abilities to communicate openly and with respect can reduce the risk of escalating tensions. Open communication and a common understanding of what is acceptable and why, serving as a development framework and the solid foundation for successful collaborative working.
Negative
“Everything felt tense and stressful. Everyone was so focused on hitting their own project targets that there was no sense of collaboration or team support. People didn’t help each other—not because they couldn’t, but because they didn’t want to risk falling behind or giving someone else an advantage. Sharing knowledge or offering support was seen as a weakness, or even a threat to individual success. It’s very draining and demotivating. When I left work in the evening, I would still be very stressed about my job and feel anxious about the following day.”
Positive
“Working with colleagues who are supportive and helpful has created an environment where you feel safe to ask questions, share ideas, and learn without fear of judgment. There is a sense of trust and mutual respect, where everyone is working toward the same goals and willing to lift each other up along the way. When your team is supportive, it becomes easier to navigate challenges, solve problems, and stay motivated—because you know you’re not facing things alone.
It also makes the workplace more enjoyable day-to-day. Whether it’s helping with a task, offering encouragement during a tough moment, or simply being approachable and kind, that kind of atmosphere makes a big difference.
Having helpful, supportive people around you improves not just performance, but overall wellbeing. You feel more confident in your role, more connected to your team, and more engaged in the work you’re doing.”
Creating a healthy workplace culture in a time of uncertainty
Managing competing demands and balancing budgets in an unpredictable global economic climate is, as noted above, all-encompassing. Costs associated with sickness absence, high staff turnover and subsequent recruitment can be burdensome.
Responsible management practices, including understanding the difference between robust management and bullying, alongside open communication can be fundamental to reduced tensions and a healthy workplace culture. In a time with a concerned eye on the budget and stiff competition for qualified workers, development initiatives to embed a healthy workplace can be critical.
Negative
“Eventually, the situation took such a toll on my mental health that I had no choice but to go on sick leave. I was physically and mentally drained, unable to continue working under damaging conditions. The emotional weight of working in a hostile, unsupported environment ultimately led to burnout.”
Positive
“When people know my work is consistent and dependable, they start to consider me for new opportunities and challenges. It motivates me—not because I’m chasing praise, but because I feel supported and seen. It makes me want to keep pushing forward, knowing I’m part of a company that truly values what I do.”
Adaptability and Flexibility
In uncertain times, investing to reduce workplace risks may be relatable. On the other hand, development initiatives which promote healthy working practices may be considered more apt in a period of growth. Nonetheless, these two strands of workplace L&D are two sides of the same coin. Reducing the risk of costly conflict and building a healthy workplace culture draw on the same development initiatives.
Skilled leaders, productive working relationships and a workplace culture that truly reflects business values are all fundamental to a thriving business in testing times. Meanwhile, conflicting priorities compete for budgetary considerations. How can business introduce L&D initiatives without high costs?
As in the 2020 Global Pandemic, when business and the workforce adapted to remote working, flexibility is crucial to business success in today’s unpredictable economic climate. A workforce development strategy which includes L&D initiatives developed and delivered in-house can be rewarding and cost-effective. Workplace learning facilitated by and among co-workers can significantly reduce expenditure on external providers such as professional trainers, consultants and off-the job training. A programme of compact interactive learning activities, for example, centred around healthy working relationships, open communication and a healthy respect for difference. Structured, yet flexible, facilitated in-house and absorbed into workflow such as regular team meetings and activities, can embed a workplace culture that truly reflects business values, even in uncertain times.
