For years, we’ve treated confidence in the workplace as something that rises with seniority. The longer you’re in the game, the more secure you should feel, at least in theory. But new data is telling a different story. Confidence is quietly increasing among early and mid-career employees, while many senior leaders are facing a growing sense of doubt. The emotional center of the workforce is shifting, and it says a lot about how work, identity, and leadership are changing.

The View from the Ground

Glassdoor’s latest numbers show something many leaders might not expect: Confidence is rising among those at the beginning and middle of their careers. Entry-level confidence ticked up 1.9 points and mid-level roles rose 2.3. After several years defined by layoffs, volatility, and reorganization, you’d think this group would be the most anxious. But instead, they’re slowly stabilizing—and in many cases, feeling more empowered.

One possible explanation is that younger employees, particularly Gen Z, have grown up in uncertainty. They graduated into disrupted schools, unpredictable labor markets, and news cycles dominated by instability. Adaptation became the norm. So rather than viewing change as a threat, many see it as the default environment, something to work within rather than fight against.

Hybrid work and flexible career pathways also matter. Many early-career professionals now build identity and stability not from a single employer, but from a mosaic of work, skill-building, networking, and side projects. They have learned to diversify not only their income but their sense of purpose. This gives them a form of psychological safety: When your career has multiple anchors, no single wave capsizes the ship.

And importantly, younger workers are redefining what it means to succeed. It’s less about climbing a ladder and more about gaining agency, having influence over how, when, and why they work. Even small signals of autonomy can boost confidence: the ability to negotiate schedules, contribute ideas early, or move laterally to explore new roles.

So, while the headlines focus on uncertainty, many early-career employees are quietly reframing it. They’re not waiting for perfect stability to feel secure. They’re building confidence through adaptability, community, and self-direction.

The Shifting View from the Top 

While those in the frontline are earning their sea legs, it seems executives and their peers are losing their footing. Many aspects of workforce management stabilized post pandemic, but confidence in executive leadership teams’ abilities to manage their teams, responses to critical issues, and readiness to address technical disruptions has trended downwards. From board members to C-suite team members themselves, there is an increasing belief that leadership teams are unable to withstand the demands of conflicting constituents and put the interests of the company above their own. These votes of incompetence are taking their toll in the confidence of those at the top.

For a long time, it seemed the era of grey-haired expertise was impenetrable. The sentiment was that having seen it before, you would be trusted to resolve any problem and people would trust you. The Boomers and even Gen Xers who would fit that mold, however, are not perceived to be able to keep up. In some instances, it is made explicitly obvious that their value is waning. But regardless of age, leadership is exhausting. In the face of technological advancements and AI, topics that any employee may grapple with, executives are too often seen to be out of touch.

It seems that the complexities of leadership are taking their toll. There are endless questions about the pros and cons of remote, hybrid, (or return to office) work modalities; international economic instability and politics are impacting trade and augmenting cost pressures; and retention is still a problem that has not fully recovered from the Big Quit. While leader responsibilities are not new, there do not seem to be right answers or resolutions to strive to achieve. Decision fatigue, and constant uncertainty may be eroding their sense of control. As a result, senior level employees have seen employee confidence fall month over month, a concerning trend as it may impact hiring and investment plans.

In addition to task-related burnout, senior leaders are also unsure of how their reactions to colleagues and direct reports are measuring up. Many feel the weight of being both empathetic and decisive—a balance that’s emotionally taxing. This dip may reflect a growing leadership gap: leaders caring deeply, but struggling to sustain optimism.

Despite moving in opposite directions, both groups reflect the same reality: The workplace is changing faster than people can adjust. For younger employees, that change still feels full of possibility. For leaders, it feels like exhaustion. Understanding both sides could be key to rebuilding trust and confidence across the organization.