A New Indeed Survey Shows Workers Doubt Their Career Progress, Despite Employer Optimism

85% of employers expect success, while only 59% of job seekers trust they’ll reach career goals.

A new survey from Indeed shows a stark divide in confidence for 2026 workforce goals. While 85% of employers believe they will meet talent priorities next year, only 59% of job seekers are confident in achieving their own career goals. Gen Z shows the highest self-assurance, yet overall, just 20% of workers believe the job market is improving, compared with 50% of employers.

This “Stability Standoff” reflects a misalignment in priorities: employers plan growth and AI adoption, while workers focus on career clarity, fairness, and security.

The Confidence Gap: Causes and Consequences

Survey findings indicate that communication breakdowns are a top driver of the confidence gap. Employers often fail to clearly define required skills or capabilities, while job seekers may struggle to convey them effectively. Internal pulse surveys are underused or incomplete, leaving leaders with limited insights into employee sentiment.

The result is growing mistrust, disengagement, and uneven adoption of new tools like AI. Employees experiment cautiously, often without guidance, while managers may overestimate workforce readiness.

Skills-First Hiring and Upskilling as Solutions

Despite the divide, employers and employees agree on one point: upskilling is essential. Nearly half of employers see certification programs as a way to fill talent gaps, while a third of job seekers identify access to upskilling as key to career advancement.

AI adoption intensifies the need for structured skill development. Transparency about AI’s role in recruiting and internal workflows, coupled with clear pathways for growth, can rebuild trust and alignment. Employees respond best when skills-first hiring, structured internal mobility, and tangible learning opportunities are embedded into workforce strategy.

Actionable Steps for Leaders

Revamp Listening Practices: Close feedback loops with employees through skip-level meetings, stay interviews, and transparent updates.
Implement Skills-First Hiring: Teach managers to evaluate candidates by skills, not just history, and offer clear guidance for presenting capabilities.
Prioritize AI Transparency: Explain how AI is used in recruiting and internal workflows, offer human review processes, and disclose potential biases.
Invest in Upskilling: Link learning opportunities to tangible outcomes and growth paths, helping employees adapt to AI and evolving roles.
Support Flexibility and Wellbeing: Replace punitive or rigid work expectations with outcome-based performance measures, predictable schedules, and reduced-hour pilots where feasible.