How HR Can Regain Employee Trust

The impact of employee distrust on HR functions

Employee distrust in human resources (HR) has been an ongoing issue for many organizations, and it is not necessarily a recent phenomenon. While HR departments are designed to be the bridge between management and employees, facilitating open communication and ensuring fair and ethical practices, employees have often found reasons to be skeptical.

Historically, HR departments were primarily seen as an extension of management and were focused on enforcing organizational policies rather than advocating for employee rights. This perception contributed to a lack of trust among employees, who felt that their concerns and well-being were not a priority.
 

A human resources department plays a crucial role in fostering a positive work environment and supporting employees' needs. However, when a company lacks a strong, caring, empathetic, and strategic HR function, it can result in employees' distrust in their HR departments and can have significant negative consequences for the HR profession.

As the key department responsible for managing the relationship between employees and the organization, HR professionals heavily rely on trust and credibility to effectively carry out their responsibilities.

When employee distrust is present, it can undermine the HR profession in several ways, such as limited employee engagement and difficulty implementing policies and initiatives. Distrust can predominantly be caused by a lack of HR confidentiality, perception of favoritism and unfairness, lack of communication, inconsistent enforcement of policies, and insufficient employee advocacy. If HR is seen as showing leniency or selectively applying rules, employees may view HR as being unfair and not acting in their best interests.

Consistently applying policies and ensuring transparency in the decision-making process is essential for fostering trust and credibility in HR. Trust in HR can also be damaged when employees feel that their concerns or grievances are not adequately addressed by HR representatives. If HR merely acts as a management mouthpiece rather than serving as an advocate for employees, skepticism can arise.

To mitigate the impact of employee distrust, HR professionals must prioritize building trust through open communication, fairness, transparency, and consistently demonstrating their commitment to employee well-being. By actively addressing employee concerns, promoting transparency, and fostering a positive work environment, HR professionals can rebuild trust and ensure the credibility and effectiveness of the HR profession.

Proactive strategies to rebuild trust and create a positive work environment should be anchored in improving communication, building strong relationships, promoting transparency, building training and development programs, swiftly addressing concerns and feedback in a just manner, and most importantly, leading by example.

All of these feed into fostering a positive work environment where employees feel valued and respected. This can involve recognizing and celebrating employee achievements, promoting work-life balance, and implementing employee wellness initiatives. A positive work culture can significantly impact trust levels within an organization. By implementing these strategies, HR departments can take active steps to overcome any lack of trust and create an environment where employees feel valued, heard, and supported.

HR departments should strive to balance the needs of employees and the organization, actively working towards resolving issues and demonstrating genuine empathy. Building trust takes time and consistent effort, but the benefits of a trusting relationship between HR and employees are invaluable for organizational success.

It is essential to note that not all organizations experience the same level of distrust in their HR department. Progressive companies have recognized the importance of building trust by fostering transparency, implementing fair and consistent policies, providing accessible channels for employee feedback, and effectively addressing concerns. In recent years, there has been a growing emphasis on employee engagement, well-being, and inclusivity, leading to a shift in HR's role from a mere enforcer to a strategic partner in organizational success. These changes are aimed at rebuilding trust and establishing HR as a trusted advocate for employees.

Author Bio

Jeanne Cordisco is the Chief People Officer at O'Reilly Media. Jeanne is responsible for leading O’Reilly’s overall people strategy, global talent acquisition, leadership development, diversity and inclusion initiatives, cultural and employee development, compensation and benefits, HR operations and technology, and employee relations.