Workers Don’t Trust HR: 4 Keys to Improved Relationships

Despite HR’s pivotal role in business, recent research has found that a substantial number of employees do not trust HR.

Some figures that indicate a troubling disconnect between employees and their HR departments:

• 43% of small business employees don’t feel comfortable confiding in their HR departments, and over a third flat out said they don’t trust HR at all, according to a survey conducted by Secure Data Recovery.
• 85% of employees are hesitant to approach HR to discuss work-related issues and 86% admitted to being afraid of HR representatives, according to the latest MyPerfectResume HR Perceptions Report.

This lack of trust can have far-reaching implications for organizational culture, employee satisfaction and overall productivity. For HR professionals, understanding the root causes for the lack of confidence and implementing strategies to rebuild trust is vital.

Why Don’t They Trust HR?

Some reasons employees may be reluctant to trust HR include:

• Perceived favoritism. Is there preferential treatment given to certain employees when it comes to promotions, recognition and other opportunities? On a related note, 71% of those surveyed by MyPerfectResume said that their HR leaders tend to be too involved in office politics.
• Perceived HR ineffectiveness. Almost half (47%) of employees have experienced HR not resolving an issue they reported.
• Lack of confidentiality. Thirty-one percent of employees are worried about possible repercussions from reporting a problem, and
• Lack of approachability. More than a third (37%) of employees say their HR teams are unapproachable.

Without beating yourself up, a self-audit could be in order. HR needs to honestly evaluate its practices, improve where necessary and implement strategies to ensure employees are being supported.

Help Them Trust HR Again

To convince employees to trust HR, these approaches to building and nurturing healthy relationships are worth a try:

1. Promoting transparency. It’s imperative for HR to ensure there’s clear and frequent communication about company policies, changes and decisions. This includes being open about how decisions are made and how they impact employees. Regular updates and open forums for discussion can help demystify HR processes and make employees feel more included and informed.
2. Ensuring fairness and consistency. This can be achieved by standardizing procedures and ensuring that all employees are aware of and understand procedures. Training HR staff to handle situations impartially and document them can also help to maintain consistency.
3. Practicing open communication. Creating an environment where employees feel safe to voice their concerns without fear of retribution is essential. HR should actively seek feedback and address issues promptly. This can be accomplished through one-on-one meetings and anonymous surveys. Encouraging a culture of openness can help employees feel valued and heard.
4. Providing up-to-date training for HR staffers. When attendees of the SHRM 24 Conference and Expo in Chicago were asked what HR’s biggest challenge will be in the next five years, the No. 1 response was reskilling and upskilling (cited by 45%). Investing in the professional development of HR staff can improve their ability to manage employee relations effectively. This includes training in conflict resolution, communication skills and legal compliance. A well-trained HR team is better equipped to handle the complexities of employee management and can contribute to a more trustworthy HR function.